The Quarterly Sales Performance Review Template

Performance reviews can at times be painful, but they should never simply be box ticking exercises. Instead, they can be an opportunity to reflect on performance without it needing to be a "difficult conversation".

Used in a regular cadence, they can help drive focussed improvement on skills and performance and help everyone understand what is expected of them.

Use this template to add some structure to your reviews, as well as tracking ongoing progress & improvement, without any of the need to build something.

Review on.

Don't settle for anything less than a good mutual understanding of performance, either for your team or from your manager, it's super easy to get started. Just make your copy from Google Sheets or download it to Microsoft Excel.

Using the template

1. Review Goals

These can be tailored to your organisation, however we've given you quite a lot to get going with.

We'd probably recommend narrowing down from the list, to keep progress & feedback targeted.

Both sides of the review need to score in this area, and it's recommended that that the manager goes second and rates live in the review, providing justification, examples and feedback as they go.

This is the most important (and potentially subjective) part of the review, so make sure to spend the time on this properly!

2. Assess Skills & Performance

Add in your team members and select their markets - You can still overwrite the annual revenue targets that are imported from step 1, and it will then calculate a monthly equivalent of revenue.

3. Decide Actions

You've gone through your targets, and had an honest discussion about skills. Rome wasn't built in a day, and neither are top class sales people. Here you can choose where you want to put the priority on improving.

This is your opportunity to identify what needs the most focus, as well as putting "why" in writing. Sales is a team sport though, which is why the next most important part is how management will support in achieving the focus.

The reviewee actions are next on the list, before finally jointly defining what success should look like.