Revenue Focus

 

All companies need to bring in sales if they wish to continue on and grow. People in charge of bringing in new business and maximizing revenue are important assets to any organization. When they don’t perform well, these employees can slow down the sales process and limit the potential for the company as a whole.

Revenue Focus is a competency that deals with a person’s ability to persuade others to buy a product or service. Employees who are the best at this are assertive, but also socially smooth. They are are able to convince people by knowing how to position the product, understanding their audience, and changing their methods of persuasion to match specific potential buyers.

This group of scales that make up the Revenue Focus competency model are shown visually in an assessment report. Colors indicate whether or not a candidate falls in a preferred range for each scale.

This group of scales that make up the Revenue Focus competency model are shown visually in an assessment report. Colors indicate whether or not a candidate falls in a preferred range for each scale.

Over thirty years of research and experience indicate that these three scales are the most important to measure when identifying whether or not a person is likely to shine in a sales role:

  1. Assertiveness

    This scale measures a person’s tendency to make their presence felt as opposed to a preference for remaining in the background in a given situation. To be good at selling a product or service, a person needs the ability to assert themselves and to show confidence in what they are selling.

    When a person falls on the low end of Assertiveness, it means they are typically quiet around people and tend to be more of a listener than a talker. These employees may be uncomfortable standing their ground and as a result, let others dominate a conversation. They may lack the confidence to lead or influence others, which is less than ideal for a person who is responsible for selling a product or service to a potential client.

    The more assertive a person is, the easier it becomes to sell. People who fall on the high end of this scale demonstrate the desire to take charge and persuade others to buy from them. They’re confident in positions that require visibility and are comfortable when speaking with people in a convincing or persuasive manner. As long as they aren’t too aggressive with a person, people in charge of persuading others to buy are better off being assertive than not.

  2. Sociability

    When people have an easy time talking with others, they’re likely to have a much better chance of closing a deal. Sociability measures the extent to which a person is comfortable in social situations.

    People who score in the lower end of Sociability tend to be shy and may prefer to be alone. They’re not likely to enjoy group functions or seek out conversations with others, and may even avoid long bouts of contact with people. Employees who land here typically prefer working alone and may have difficulty getting to know others. With a tendency to be less comfortable around new acquaintances, people with low sociability may struggle with the relationship-building aspects of a sales role.

    Conversely, people who fall on the higher end of Sociability are likely to engage in conversation and enjoy meeting new people. They often find it easier to talk with people and display good social skills, making whoever they’re talking with feel comfortable and at ease. For a person who is responsible for persuading a potential client on buying a product or service, having high sociability is a strong asset to have.

  3. Work Pace

    Work Pace deals with how quickly a person prefers to work and the energy they prefer to expend on projects and tasks. With a sales focus in mind, a person with higher preferred energy levels will work quicker to obtain their goal numbers and achieve a high work output much easier than a person with a low work pace.

    The low end of this scale represents people who prefer an unhurried and slower style at work. These people are likely to be steady and persistent performers and are generally more comfortable working on slower-paced tasks. Employees who score on the low end may have difficulty meeting deadlines and maintaining a fast work pace.

    Roles that have a sales focus usually require a goal number to hit within a certain amount of time. If a person has an unhurried approach to work and dislikes a fast-pace working style, focusing on sales and meeting numbers may be more difficult.

    The high end of this scale is where people fall when they naturally favor dynamic schedules and fast-paced work environments. These employees may show lots of energy and often produce high levels of work in a shorter amount of time. When it comes to revenue focus and persuading others to buy a product or service, these attributes are an asset. People with higher scores on work pace are likely to meet sales goals with less difficulty than those who prefer tasks in which they can take their time.

Since these three scales help decipher whether or not a person will perform well when persuading potential clients to buy a product or service, knowing where a candidate lands within them is important. Knowing if a person has the right amounts of Assertiveness, Sociability, and Work Pace alleviates stresses on hiring managers by helping to identify candidates with the innate potential to succeed at this competency. This, in turn, could reduce turnover that comes with making less-than-ideal hiring decisions.

To learn more about using competency models to predict success, download our Competency Spotlight eBooks for Corporate Managers, Retail Managers, or Restaurant Managers.

The Competency Spotlight series focuses on the personality traits measured by OutMatch assessments, and how these traits impact performance. No one measure can say with 100% accuracy how an employee will behave, but considering these competencies can help you identify candidates that are ‘prewired’ to be successful in a particular job type.