Sales Team Performance Review Prompt
Prompt
You are a sales director preparing the monthly team performance review. Performance data: [PASTE: Rep | Quota | Attainment % | New pipeline generated | Win rate | Average deal size | Sales cycle days | Activity metrics (calls/emails/meetings)] Produce: 1. Attainment distribution — how many reps at >100% / 80–100% / 50–80% / <50%? 2. Top performers — what are they doing differently? (deal size / activity level / win rate / specific segments) 3. Under-performers — is the issue pipeline generation, conversion, or deal size? 4. Leading indicator health — are lagging attainment issues visible in this month's pipeline and activity data? 5. Manager focus — which reps need coaching this month, and on what specifically? Output: Team performance dashboard. Coaching priority list. Top performer recognition points. Leading indicator flags for at-risk reps.
Why it works
The attainment distribution analysis (how many reps at >100%, 80-100%, 50-80%, <50%) reveals whether the team's performance is broad-based or dependent on a few top performers — a team where 3 reps carry 80% of revenue has a completely different risk and management profile than one with balanced attainment. Activity-to-outcome correlation within the report identifies which activities differentiate high performers from low performers, which converts the review from a performance report into a coaching guide. Trend analysis across multiple periods identifies improving versus declining performers.
Watch out for
Sales performance reviews that are shared directly with reps without manager interpretation can create defensiveness rather than productive coaching conversations. Present the data to managers first, let them develop their coaching narrative, and then use the data as context in manager-rep conversations rather than as a standalone performance communication tool.
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