Sales Effectiveness5.0 – Personality Predicts Performance

Salesforce Effectiveness Solutions

What results have our clients achieved?

50% additional personal sales revenue when an identified ‘good match’ is hired

Increased commission by 8%

50% reduction in hiring manager time spent on recruitment

What results have our clients achieved? cont.

Using People Analytics to

Identify better and stronger sales professionals

People AnalyticsUsing data to drive business success

• Create smart algorithms• Give insights on your organisation from a people

perspective• Enable a targeted and holistic people strategy • Driving your business needs.

We analyse assessment data and on-the-job performance metrics to create a success profile. This profile can be used to define benchmarks during future selection and development processes.

TOPperformance

Requirements

▪ Performance Data!

Pilot Study:

Gather behavioural data on a large group of employees

Analyze the behavioural profiles of high and low performers

Thereby creating the ideal behavioural profile of a Sales employees

PERFORMANCE METRICS

Key Performance Metrics for their Sales roles could include:

- Sales Revenue

- Profit Generated

- Time to Proficiency

Ideal Profile

Organisational Overview

Model for Selection

Output in client competencies

Assessment Results

Competency Mapping

Performance Data

Understanding Performance:

- Likelihood of Reaching Attainment

- Voluntary Terminations

Sales Employees

Competencies

Behavioural Preferences

Performance DataIdeal

Profile

Organisational Overview

Model for Selection

Model for Development

Data Analytics by cut-e:

Correlation studies between cut-e tools and actual performance data

Advisory by cut-e:

Presentation of results and guidance on how to

implement the findings

Defining the Success Profile

Success ModelValidationProject Definition

SUCCESS PROFILE

Final model ready for roll out for Internal and External

selection as well as development

HYPOTHESIS DEFINITION

Review of relevant performance metrics and formulation of

hypothesis

PILOT PROJECT ASSESSMENT PROCESS

Roll out of cut-e assessments

(shapes/Adept) to 100 people

ANALYSIS BY CUT-E

cut-e review all assessment results and performance data

from employees to create success profiles

STEP 1 STEP 2 STEP 3 STEP 4

Understanding Performance: Approach

▪ Correlation Study of competency results from our shapes questionnaire and scales to sales performance and other business

metrics

▪ We agree the key business metric you wish to improve -> i.e. Sales, Retention etc.

Know what makes for success –and spot this in candidates

When you have the data, it is straightforward to do.

Create a success profile and look for these characteristics, skills and qualities in applicants.

The result is a ‘match score’ which:

▪ shows the fit between job and applicant

▪ helps you sift through all applicants speedily

▪ predicts likely success in the role

Dell: What did the Data tell us?

Turnover Better, Faster

Revenue Profit• It takes time to achieve high levels of productivity• People who stay longer remain on an upwards trajectory – value increases• Some people who show the same initial upwards trajectory will leave • We can use the data to identify those that fit your culture, remain and perform

42%Increase in Average Profit Generation

Reduced likelihood to voluntary term

Time to Proficiency

Reduced amount of time until achieving potential

36%Increase in Average Revenue Generation

Dell – Summary