How to manage the target performance appraisal of 4S store service consultants

The main indicators are: total output value, gross profit output value, pick-up times, boutique sales indicators, deepening maintenance indicators, renewal indicators, customer satisfaction indicators, etc., and each other store has its own indicators. Hope you can help you 1 Performance Appraisal Salary:

All employees of the sales department implement performance appraisal and link with the assessment results, and the corresponding proportion of fixed salary (post salary + position salary + seniority salary + welfare salary) is used for performance appraisal: the split of structural salary: 80% of the monthly salary of all employees in the sales department (post salary + position (skill) salary + seniority salary + welfare salary) is used as a fixed salary according to the daily wage rate of attendance, and the remaining 20% is linked to the monthly basic sales target and calculated and issued according to the actual completion.

Performance appraisal salary for example: the split ratio of the monthly performance appraisal salary of the employees in the sales department is 20%, taking the xx sales consultant of the sales department as an example: monthly fixed salary = 1200 80% = 960 (full attendance) monthly performance salary = 1200 20% = 240 monthly actual salary = monthly fixed salary 80% + monthly performance salary monthly sales target completion rate management performance compliance rate The management performance appraisal indicators of sales consultants and key account specialists are detailed in Annex 1 Sales Supervisor Key Account Manager The management performance appraisal indicators of sales managers are detailed in Annex 22 Performance Appraisal Bonus:

All the staff of the sales department (including the manager) will implement a single vehicle and a single reward sales commission every month according to the sales target and management performance appraisal target, and the completion rate of the adult plan is chaotic, the customer complaint rate, the customer's satisfaction, the usual work mentality, KPI assessment index 1, satisfaction survey report (1) Calculation method: the assistant general manager in charge is directly scored. (2) Data Provision and Requirements:

Submit the plan to the assistant general manager before the assessment cycle, and submit the report to the assistant general manager before the 30th at the end of the quarter. 2. Customer complaint handling ability (1) calculation formula: the number of satisfactory complaints (2) data provided:

The number of satisfactory and the number of complaints are provided by the customer service center, and the complaint levels involved in this assessment index refer to orange and red grades. 3. The calculation formula for the completion rate of the training plan (1): a:

Number of planned trainings Actual number of trainings (50% weight) B: Training satisfaction (50% weight) (2) Definition of planned training quantity: The customer service center submits the training plan to the marketing center before the 20th at the end of the last quarter, and the marketing center confirms the training plan before the 25th.

The number of planned trainings is the number of training programs confirmed by the two departments. (3) The number of planned training, the actual number of training and the statistics of the training satisfaction questionnaire are provided by the customer service center. 2. KPI scoring criteria: Numerical Score Assignment Numerical Score Assignment Numerical Assignment Score 1, satisfaction survey report, direct scoring by the assistant general manager in charge.

2. The ability to handle customer complaints is above.

Indeed, your problem is a bit pathetic. How to do performance, need to be combined with the implementation of the object to determine, different implementation objects, different stages of development, performance of the operation steps, performance methods and so on will be a big difference, the following to 200-500 people of enterprises, commonly used KPI performance appraisal methods, to introduce how to do performance:

1. Do a good job: The basis of performance management is job analysis, that is, everyone clearly knows what their job tasks are, which can be achieved by making everyone's job description.

3. Organizational goal decomposition: If conditions allow or the pursuit of normativeness, you can discuss and decompose the company's goals together through brainstorming and other meetings, which is the best, and everyone will clearly know the contribution of their work to the overall goal of the company and the value of their own work, which is conducive to the transmission of the company's strategy. If the conditions are not met, each department can also be decomposed according to the overall goal of the company, and implement the indicators that should be undertaken by their own departments for the overall goal.

4. Organize the formulation of assessment forms: that is, the assessment plan, according to the company's business objectives and the decomposition process of the above objectives, you can choose suitable indicators, prepare corresponding assessment forms, and set corresponding assessment standards.

5. Data collection: According to the assessment indicators, the assessment organization department should pay attention to the collection of assessment data, so that it can be applied in the assessment scoring and review at the end of the month.

6. Scoring of organizational assessment: that is, performance evaluation, according to the results completed at the end of the month, each person's assessment form is scored, and the scoring process is generally self-evaluation and re-evaluation by superiors, and the results are often subject to the results of the re-evaluation or a combination of the two.

8. Start from step 4 above, and repeat the cycle.

The performance management system should be to understand the working status of each employee, and then according to their average performance, and then make a certain performance, as long as the performance is exceeded, the performance can be greatly improved.

Appraisal standards should be formulated, and at the same time, attention should be paid to the work attitude of employees, and the implementation of each system can be strictly planned.

This is mainly linked to their performance, so the more cars sold in the 4S store, and the better the performance, there will be a big bonus in the end.

KPI assessment indicators.

1. Satisfaction survey report.

1) Calculation method: the assistant general manager in charge directly scores.

2) Data provision and requirements: submit the plan to the assistant general manager in charge before the assessment cycle, and submit the report to the assistant general manager before the 30th at the end of the quarter.

2. Ability to handle customer complaints.

1) Calculation formula: the number of satisfactory complaints.

2) Data provision: The two data of the number of satisfactory and the number of complaints are provided by the customer service center, and the complaint level involved in this assessment index refers to the orange and red grades.

3. Training plan completion rate.

1) Calculation formula: a: the number of planned training, the actual number of training (50% weight) b: training satisfaction (50% weight).

2) Definition of planned training quantity: the customer service center submits the training plan to the marketing center before the 20th at the end of the last quarter, and the marketing center confirms the training plan before the 25th. The number of planned trainings is the number of training programs confirmed by the two departments.

3) The number of planned training, the actual number of training and the statistics of the training satisfaction questionnaire are provided by the customer service center.

2. KPI scoring criteria.

Numeric Assignment Numerical Assignment Numerical Assignment Numerical Assignment Numerical Assignment Numerical Assignment Numerical Assignment Numeric Assignment Numerical Assignment Numerical Assignment

1. The satisfaction survey report is scored directly by the assistant general manager in charge.

2. Customer complaint handling ability above 95 80-94 65-79 50-64 below 50.

3. The completion rate of the training plan is above 95, 80-94, 65-79, 50-64, and below 50.

b Satisfactory and somewhat satisfactory 85% or more 95% or more Satisfied and somewhat satisfied 75%-85% 80-94 Satisfied and somewhat satisfied 65% 75% 65-79 Satisfied and somewhat satisfied 50%-65% or more 50-64 Satisfied and somewhat satisfied 50% or more Below 50.

a Project assessment Benchmark view Allocation method.

Excellent Excellent Ordinary Poor Pass.

First, the quality of work and guidance and supervision.

1. Correctness, thoroughness, method suitability, aftercare cleaning work, customer service efficiency 20 15 12 10 8 6

2. Whether you have mastered the computer operation knowledge of the position you are responsible for 25 20 15 12 10 8

3. Whether you have the professional knowledge of the position you are responsible for 35 30 25 20 15 10

4. Whether you have mastered the management process related to the position you are responsible for 35 30 25 20 15 10

Add and multiply the above 4 items, e.g. (20 + 25 + 35 + 35) * points.

2. The method of allocating points based on the standard points of the project assessment.

Excellent, good, poor.

Independence has independent thinking and autonomy, and can complete their own business independently, (others can't cooperate on time, they must integrate and deal with it, and those who can't complete it on time are also their own fault, don't push it all on others).

IntegrationMany plans and tasks need to seek cooperation and assistance from other departments, and they must have the ability to overcome and integrate the individualism, differences in perceptions, and differences of opinion in the process.

Stability: Business changes rapidly every day, and it requires the ability to adapt to changes in the environment.

Observation has the ability to observe the shortcomings of current practices and suggest ways to improve them.

Whether there is any drag and water in the implementation of the execution force cannot be implemented. Efficient execution is indispensable.

Reward: Take the initiative to report the process and results within the time required by the supervisor, not wait for the supervisor to ask for the return.

Add and multiply the above 6 items, e.g. (20+20+20+20+20+20)*points.

3. Project assessment basic viewpoint and scoring method.

Excellent, good, poor.

12 10 8 4 Team spirit.

Able to eliminate personal self-interest, assist and teach subordinates, and work together to complete the matters decided by the group (department, company).

Interpersonal coordination. Take the initiative to build friendships with colleagues, cooperate with superiors, colleagues or other department personnel, and listen to others' opinions modestly.

Discipline and cooperation. 1. Attendance status 2. Implement the instructions of the company (supervisor) without procrastination 3. You can correct your attitude and methods according to the situation.

Be proactive. 1. Self-improvement of the quality and quantity of the initiative 2, improvement efforts 3, challenge spirit 4, put forward opinions.

Cost conscious. Do not waste time and materials, and have a sense of time and material costs.

Add and multiply the above 5 items, e.g. (12+12+12+12+12)*points.

Add the above three items together: 32 + 36 + 18 = 100 points.

You can refer to the above.

Salesperson performance appraisal form.

Assessment items. Assessment indicators.

Weight evaluation criteria.

Score work performance.

Quantitative indicators. Sales completion rate.

35% of actual sales 100% of planned sales

The assessment standard is 100%, and 1 point will be deducted for every 5% below.

Sales growth rate.

10% compared with the previous month's or year's sales performance, for every 1% increase, 1 point will be added, and no points will be deducted if there is negative growth.

Sales collection rate.

If 20% exceeds the prescribed standard, 5% will be used as a grade, and 1 point will be added for each exceeding the prescribed level, and 0 points will be added if it is lower than the prescribed standard.

New customer development.

15% 2 points for each new customer.

Qualitative indicators. Market Information Collection.

5%1 Complete the collection of market information within the specified time, otherwise 0 points.

2 No less than one piece of valid information shall be collected each month, and 1 point will be deducted for each missing item.

Report submission. 5%1 Submit the relevant report to the designated place within the specified time, and those who fail to submit it within the specified time will be given 0 points.

2 The quality score reported is 4 points, and 0 points for those who do not meet this standard.

Implementation of the sales system.

5% 1 point will be deducted for each violation.

Teamwork. 5% of the situation that affects the work of the whole team due to personal reasons occurs once, and the 5 points will be deducted.

Ability to work. Expertise.

5%1 point: Understand the basic knowledge of the company's products.

2 points: familiar with the industry and the company's products.

Ability to analyze and judge.

5%1 point: weak, unable to make correct analysis and judgment in time.

2 points: Average, able to make simple analysis and judgment on problems.

3 points: strong, able to analyze and judge complex problems, but can not be flexibly applied to practical work.

4 points: strong, can quickly make a more correct judgment on the objective environment, and can be flexibly used in practical work to achieve better sales performance.

Communication skills. 5%1 point: Able to express their thoughts and ideas more clearly.

2 points: Some persuasive ability.

3 points: can effectively resolve conflicts.

4 points: Able to flexibly use a variety of conversation skills to communicate with others.

Flexibility and adaptability.

5% should respond to changes in the objective environment and be able to flexibly take corresponding measures.

Work attitude. Employee attendance.

2%1 Full marks will be awarded for monthly employee attendance of 100%, and 1 point will be deducted for being late once (3 times or less).

2 Those who are late for more than three times in a month will receive a score of 0

Norms of daily conduct.

2% of the offense is deducted 2 points.

Responsibility 3% 0 points: sloppy work, unable to complete work tasks with quality and quantity, and extremely unserious work attitude.

1 point: consciously complete work tasks, but sometimes shirk responsibility for mistakes in work.

2 points: Consciously complete work tasks and take responsibility for their own actions.

3 points: In addition to doing their own work, they also take the initiative to undertake additional work within the company.

Service minded. 3% have a customer complaint, and 3 points are deducted.