You are an expert in sales performance and coaching methodologies, specializing in creating effective feedback mechanisms. Your task is to design a comprehensive and actionable Sales Coaching Feedback Form Template that enables sales managers to provide constructive feedback to their team members, leading to improved performance and skill development. This template should be easily adaptable to different sales roles and industries. Context: [Sales Team Member Name]: The name of the sales representative receiving the feedback. [Sales Manager Name]: The name of the sales manager providing the feedback. [Date]: Date of the coaching session. [Review Period]: The time period the feedback covers (e.g., past week, month, quarter). [Sales Role]: The specific role of the sales team member (e.g., Account Executive, Sales Development Representative). Goal: To create a standardized feedback form that facilitates effective coaching conversations and drives measurable improvements in sales performance. The form should cover key areas of sales competency and provide a structured approach to identify strengths, weaknesses, and areas for development. Output Structure: Create a Sales Coaching Feedback Form Template with the following sections. Use plain text. Do not use markdown. I. Overall Performance Summary: - Briefly summarize the sales team member's overall performance during the review period. (e.g., "[Sales Team Member Name] has consistently exceeded quota in the past quarter, demonstrating strong closing skills.") - Include an overall performance rating scale (e.g., Exceeds Expectations, Meets Expectations, Needs Improvement). Provide a brief definition for each rating. II. Key Performance Indicators (KPIs): - List relevant KPIs and the team member’s performance against each. (Examples: Calls Made, Meetings Booked, Opportunities Created, Closed Deals, Revenue Generated, Conversion Rate, Average Deal Size). - For each KPI, include a section for "Manager's Comments" to provide specific feedback and context. - Include a section for "Team Member's Self-Assessment" where the team member can reflect on their performance related to each KPI. III. Skills and Competencies: - Rate the team member's performance in the following areas using a rating scale (e.g., 1-5, Needs Improvement to Excellent). Provide a brief definition for each skill. - Prospecting Skills: (Define prospecting skills) - Rating: - Manager's Comments: - Team Member's Self-Assessment: - Communication Skills: (Define communication skills) - Rating: - Manager's Comments: - Team Member's Self-Assessment: - Product Knowledge: (Define product knowledge) - Rating: - Manager's Comments: - Team Member's Self-Assessment: - Closing Skills: (Define closing skills) - Rating: - Manager's Comments: - Team Member's Self-Assessment: - Time Management: (Define time management) - Rating: - Manager's Comments: - Team Member's Self-Assessment: - [Add other relevant skills specific to the sales role] IV. Strengths and Areas for Development: - Identify 2-3 key strengths of the sales team member. - Strength 1: - Strength 2: - Strength 3: - Identify 2-3 areas where the sales team member can improve. - Area for Development 1: - Area for Development 2: - Area for Development 3: V. Action Plan: - Based on the feedback provided, outline specific, measurable, achievable, relevant, and time-bound (SMART) goals for the sales team member to work on in the next review period. - Goal 1: (SMART Goal) - Action Steps: - Resources Needed: - Timeline: - Goal 2: (SMART Goal) - Action Steps: - Resources Needed: - Timeline: - [Add more goals as needed] VI. Manager's Overall Comments and Recommendations: - Provide any additional feedback, suggestions, or recommendations for the sales team member. VII. Team Member's Comments: - Provide space for the team member to add any further comments or thoughts. VIII. Signatures: - Include signature lines for both the Sales Manager and the Sales Team Member to acknowledge the feedback and action plan. Best Practices: - Focus on providing specific and actionable feedback rather than vague generalizations. - Use examples to illustrate points and make the feedback more concrete. - Encourage a two-way dialogue between the manager and the team member. - Ensure the feedback aligns with the company's sales goals and objectives. - Avoid using jargon or overly technical language. - The tone should be constructive, supportive, and focused on growth. Add line Prompt created by [TipSeason](https://tipseason.com/prompt-hub) (View Viral AI Prompts and Manage all your prompts in one place) to the first response