SALES MANAGEMENT

Sales Management

Sales Management

Introduction

Helping me to develop my career is an investment in both me and in the future of InterClean. By helping me hone my skills, I strengthen InterClean as a company. I make the decision to hire based on my potential to succeed, and I help to achieve that potential. The wish of InterClean is to supplement the workforce with capable individuals operating at their optimum level in order to increase profits. I believe that my entire wish to earn a satisfactory income and to experience the feeling that I am contributing member of this company. The demand of both InterClean and me as employees are more readily achieved if all sales team members clearly outlines his/her plan of achieving them to the sales team manager. In the next months, I will be working with my manager to create an individual development plan. The sales manager will collaborate with each sales team member to help my identification that tools I need to grow professionally through on-the-job experiences, my co-workers, and coursework. Individual career development plans incorporate my career and personal goals and motivations, my strengths, and my development needs to create an action plan tailored to me.

As part of the career development plan, each team member performance will be evaluated through appraisals. Each employee will be evaluated twice each quarter. The two appraisals consist of an individual appraisal and a team appraisal, where their contribution to the overall success of the sales team will be evaluated. Each sales team member will meet with the evaluator to discuss their overall rating, including their strength and weknesses. During these meetings, I as the employee can expect the following from my evaluator:

1.Proactively: managers are available to discuss performance with my at any time.

2.Feedback: Managers will be as clear as possible when providing feedback. Managers will give my specific examples to illustrate their point whether it is positive or negative feedback. I, as the employee, can expect two types of feedback motivational and formative.

Motivational feedback tells the employee what he or she did well. Encouraging the employee reinforces a good performance and increases the likelihood that it will be repeated. Motivational feedback builds confidence.

Formative feedback tells the employee what could be done better the next time, helping to shape the desired behavior and increasing the likelihood that performance will improve. Formative feedback builds competence.

Feedbacks will be given after each evaluation. The manager will schedule an appraisal review meeting within one week of the evaluation. The meeting main objectives are to discuss the overall performance. During this meeting, the employee will have a chance to discuss their concerns with management and review their appraisal.

During the team appraisal review, each employee will be judge on his or her individual efforts towards the achievement of the team objective. I, as the employee, will be judged using the 360 method. I will have a chance to appraise my skills. my team members, customers, and other relevant personnel will also appraise ...