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    Sales

    Sales Team Performance Score

    Creates a composite performance score for each sales rep based on multiple metrics: quota attainment, activity volume, pipeline generation, and deal conversion rate. Provides an objective basis for performance reviews and coaching decisions.

    Sales - Sales Team Performance Score.xlsx

    Excel (.xlsx) — No macros — Works in Excel, Google Sheets, LibreOffice

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    What This Spreadsheet Solves

    • Evaluating reps solely on revenue closed without considering other performance dimensions
    • No composite score to compare reps on a level playing field
    • Difficulty identifying which specific skill area a rep needs to improve
    • Subjective performance reviews that lack data backing
    • Inability to spot high-potential reps who are strong on leading indicators but have not yet hit quota

    Who This Is For

    • Sales managers conducting performance reviews
    • VP of Sales evaluating team composition and coaching needs
    • Sales enablement teams targeting training resources
    • HR business partners supporting sales performance management

    Inputs

    • textRep Name
    • $Revenue Closed
    • $Quota Amount
    • #Meetings Held
    • $Pipeline Generated
    • %Win Rate

    Outputs

    • Quota Attainment %
    • Activity Score
    • Pipeline Score
    • Conversion Score
    • Composite Performance Score
    • Team Ranking

    How Calculations Work

    Each metric is normalized to a 0-100 scale based on team benchmarks. Quota attainment is (closed / quota) x 100, capped at 150. Activity score normalizes meetings against the team median. Pipeline score normalizes generated pipeline against target. Conversion score normalizes win rate against team average. The composite score is a weighted average of all four, with weights configurable in CONFIG. Reps are ranked by composite score.

    Example Use Case

    Scenario: Rep A: $180K closed on $200K quota, 45 meetings, $350K pipeline, 28% win rate. Rep B: $220K closed on $200K quota, 30 meetings, $200K pipeline, 35% win rate. Team median meetings: 38. Pipeline target: $300K. Team average win rate: 25%.

    Result: Rep A: 90% attainment, activity score 82, pipeline score 92, conversion score 78. Composite: 85.5. Rep B: 110% attainment, activity score 55, pipeline score 53, conversion score 98. Composite: 79. Rep A ranks higher overall despite lower revenue due to stronger activity and pipeline generation.

    What You Get — 5 Sheets

    READMEDescribes the scoring methodology, how normalization works, what each component measures, and how to interpret composite scores.
    INPUTEnter each rep's revenue, quota, activity metrics, pipeline generated, and win rate.
    LOGICNormalizes each metric to 0-100, applies configurable weights, calculates composite scores, and ranks the team.
    OUTPUTDisplays individual scorecards, team ranking table, component score breakdown, and a radar chart per rep.
    CONFIGSet weight percentages for each component, define normalization benchmarks, set the attainment cap, and customize which metrics are included.

    Technical Details

    File Format:.xlsx (Open XML)
    Macros:None — pure formulas
    Compatibility:Excel 2016+, Google Sheets, LibreOffice
    Input Cells:Clearly marked with blue background
    Formulas:All outputs are live Excel formulas
    Protection:LOGIC sheet formulas protected, INPUT cells editable

    Frequently Asked Questions

    How are the default weights set?

    Quota attainment: 40%, activity: 20%, pipeline: 20%, conversion: 20%. Adjust in CONFIG based on what your organization values most. Early-stage companies may weight pipeline higher.

    Why cap attainment at 150?

    To prevent a single windfall deal from distorting the score. A rep who closes a one-time large deal at 300% attainment should not automatically outrank a consistently strong performer.

    Can I add custom metrics?

    Yes. Add columns in INPUT and define normalization logic in CONFIG. The LOGIC sheet will include them in the composite calculation.

    Should I use this for compensation decisions?

    Use it as one input, not the sole factor. The score is designed for coaching and development. Compensation should align with the commission plan.

    How often should scores be calculated?

    Monthly for coaching conversations. Quarterly for formal reviews. Avoid weekly scoring as short-term noise distorts the results.

    Download Sales Team Performance Score

    Ready to use immediately. Enter your data in the INPUT sheet, see results in OUTPUT.

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