Nov. 3, 2014 · Sales Performance

How to Develop a High-Performance Culture

Kristian Øllegaard
CEO at Plecto

Many organizations contact us because they want to use Plecto as a way to build a high-performance culture. However, what we experience is that many come from very different backgrounds. Here, I would like to offer you three recommendations on how to use a real-time dashboard solution to develop a high-performance culture in your company.

Identifying your most essential KPIs

It is my experience that even good sales people can only keep track of a certain amount of metrics without losing focus on others.

Therefore, the first step in fostering a high-performance culture is identifying which KPIs you want your employees to perform on. This might sound trivial but we often see managers getting access to their Plecto dashboards and immediately start adding a dozen KPIs to their scoreboards. 

In my experience, anything beyond four KPIs or performance metrics per sales person is useless.

Celebrate your success and recognize achievements

If you want your employees to be happy, when the company earns money you need to encourage celebrating day-to-day events that contributes to overall company success. This obviously includes sales performance, but it could also be smaller things like booking a meeting with a new prospect or receiving a happy e-mail from a recently closed lead.

Once it is established that it is okay to celebrate when a positive event occurs, employees will both be more satisfied and motivated to repeat the actions that allow them to receive positive feedback.

Make sure your employees are happy when the company is profiting and you will eventually succeed.

Set individual targets and follow up on results

It is very important that your employees know what you expect from them when they come to work. 

CEO’s often tell me: “We do not set individual targets for our employees”. This is obviously not true – as I always reply: “Just to be sure. Are you telling me that whenever someone comes to work, they are completely free to do whatever they want – even if they do not do a single thing throughout the day?”. 

Surely, no one hires a person without having some expectation to the work that the person has to deliver. If you are a sales manager, set a budget for sales quantity and maybe even how many leads they should talk to. If you are managing a support division, set a target for customer satisfaction and average handling time. If you are managing a production plant, you could set a target for number of products manufactured per hour or the quality of the manufacturing. 

When you hire someone, you always have an expectation to what they should deliver to the company. Make sure you tell them and if the target can be quantified, display it on a performance dashboard so that you visualize how they are performing against their target.

More about personal targets and performance agreements:
Motivate and Coach Your Sales Reps With Performance Agreements