Sales Evaluation Form Template
Streamline Your Sales Performance Reviews with This Template
Assessing your sales team's performance can be a challenge, but with the right tools, it becomes straightforward. This Sales Evaluation Form Template is designed for managers and HR professionals seeking to improve their sales staff's effectiveness. Use it to track individual achievements, identify training needs, and foster career growth through constructive feedback. Plus, you'll enjoy time savings from quick reporting, clarity in evaluation criteria, and better engagement with your team. Explore our live template for effortless performance assessments.
When to use this form
When you are running quarterly or annual reviews for account executives, SDRs, or sales managers, this form captures goals, pipeline quality, and results in one place. Use it after a ramp period to confirm readiness, during mid-quarter check-ins to course-correct, or when a territory changes to reset targets. It helps managers and reps align on quota, activity, and deal hygiene, and turns notes into clear action items and training plans. To round out the picture, pair it with a quick self-review using the Self evaluation form, and invite peer input through the Annual peer performance evaluation form. For ongoing coaching outside review cycles, link outcomes to your Staff supervision form.
Must Ask Sales Evaluation Questions
- What were your quota and actual results this period (revenue, margin, win rate)?
This ties performance to clear, agreed metrics, so you can spot gaps fast. It also gives context for pipeline quality and forecasting.
- Which three opportunities had the biggest impact, and what moved them forward or stalled them?
Deal-level reflection reveals strengths and bottlenecks in your sales process. These insights inform coaching and repeatable plays.
- How effective were your prospecting activities (meetings set, conversion, sourced pipeline)?
Measuring top-of-funnel inputs shows whether activity levels lead to results. You can adjust channels, messaging, or time allocation based on the data.
- What customer objections or feedback came up most, and how did you address them?
Patterns here guide enablement, pricing, and product improvements. They also highlight where you may need role-play or updated talk tracks.
- What are your top three priorities and development actions for the next period, with dates and owners?
Specific, time-bound actions turn feedback into progress. Document next steps in the Employee supervision form to track coaching and progress.
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