Management of Sales Territories and Quotas
Management of Sales Territories and Quotas
Management of Sales Territories and Quotas
Territories and
Quotas
Sales Territory
Sales Territory consists of existing and potential
customers assigned to a salesperson.
The Territory may or may not have geographic
boundaries. However, generally, a salesperson is
assigned to a geographic area consisting of present
and potential customers. For instance, a salesperson
is asked to look after customers located in Mumbai
territory.
Improve Co-ordination
The companys sales performance improves substantially if the
salesperson is involved in co-ordinating various elements of
marketing
communication
(or promotion). For instance,
distribution of sales promotion materials (like coupons, point-ofpurchase (POP) displays, and samples) to retailers ensuring
adequate stocks at stores before a major advertising campaign,
and training retailers salespersons.
Integrated marketing communication (MC) concept can be
effectively implemented by co-ordinating through the salespeople
to the customers in various sales territories. Other functions and
activities like market research, telemarketing, and the internet can
also be carried out in sales territories, which will help salespeople
improve their performance.
States
Metros
Cities/Towns/Districts
District-X
District-Y
CUSTOM
ER TYPE
CALL
FREQUE
NCY PER
MONTH
NO. OF
CUSTOM
ERS
NO. OF
CALLS
PER
YEAR
NO. OF
CUSTOM
ERS
NO. OF
CALLS
PER
YEAR
144
192
168
192
20
240
28
336
30
552
40
720
Table. 4.1. The call frequencies for type A customers, with high
sales and profit potential are four times a month, and for B and C
types of customers, it is decided to call twice and once a month,
with medium and low sales and profit potential respectively.
Step 1
Step 2
Step 3
Step 4
Step 5
Decide
Call
Frequenci
es
Calculate
total
number
of calls in
each
control
unit
Estimate
Workload
capacity of
a
salesperso
n
Make
tentative
territories
Develop
final
territories
Breakdown
Method
Step 2
Forecast
sales
potential
for each
control
unit
Step 3
Step 4
Estimate
sales
volume
expected
from each
salesperso
n
Make
tentative
sales
territories
Step 5
Develop
final
territories
3. Estimate the sales volume expected from each salespersonhere the salesmanager must estimate how much salesperson
must sell, in order to ensure profitable operation.
For this, the sales manager studies the past sales as well as the
cost and profitability analysis as shown in the following
example. The direct selling cost for next year is estimated as
Rs. 6,00,000, the cost of goods solds is estimated at 60% of
sales, and expected profit at 15% of sales, then the minimum
sales expected from each salesperson is calculated as follows:
Profit= Sales-Cost of Sales-Direct Selling Cost
0.15x=x-0.6x-6,00,000, where x=Sales
by solving the above equation, x=Rs. 24, 000.00
Using this judgement, the sales manager decides the sales per
salesperson to be little over twice the above sales figure,
at Rs. 50,00,000 per annum.
ASSIGNING SALESPERSON TO
TERRITORIES
Once the sales territories are designed, the sales manager is ready to assign
or allocate individual salesperson to each territory. In designing the sales
territories, we assumed implicitly that the salespeople have equal selling
abilities and that each salesperson would perform equally well in territory.
SALESPERSON EFFECTIVENESS IN A
TERRITORY
The sales manager should judge the effectiveness of a salesperson by
comparing the salesperson's social, cultural and physical characteristics with
those of the territory
It would also help of the salesperson is familiar with the local language and
customs of the territory. The objective of the sales manager in matching
salespeople to territories is to maximize the sales and profit potential of
territories.
In
straight
line
route
pattern,
the
salesperson starts from office or home base and makes sales
calls in one direction. This can be combined with hopscotch
pattern, in which a salesperson starts at the farthest point from
home or office base and names sales calls on customers on the
way back to home/office.
This process is repeated in different directions. In circular
route pattern, the salesperson starts from his base and move in
a circle, making sales calls, ending back at the office/home. In a
cloverleaf pattern, the first route covers a part of the territory,
the next trip of the salesperson covers the adjoining circle and
this is continued until the entire territory is covered.
Computerized mathematical models have been developed to
help the sales managers decide the route that will minimize the
travel cost or maximize the selling time.
SCHEDULING
Scheduling is planning a salesperson's
specific time of visits to customers.
Scheduling the salesperson's time should be
considered as the time allocation problem.
Studies have shown that the best
salespersons are those who manage their
time effectively.
ALLOCATION OF TIME
The sales manager must first decide and
communicate the major activities or duties of the
salesperson, and the amount of time that should
be allocated to each activity.
Although the activities or tasks vary from
company to company, generally these are
classified into the following areas, along with the
time spent, as shown in Table 4.3
Customer Calls
Company often state norms of visits to existing customers
and prospects to their salespeople.
This is done because, if left to there own wish, many
salespeople will spend most of the time with the present
customers, who are known to them. However, the company
wants business from new customers also.
For instance, Compton Greaves Limited asked in sales
engineers to spend 80 per cent of their time with the present
customers and 20 per cent of their time with prospects, its a
condition that they should stop visiting a prospect after four
unsuccessful calls.
A study has found that some salespeople spend too much time selling
to small and less profitable present customers, when they should be
putting more efforts on selling to large and more profitable customers.
Companies, therefore, specify call norms for existing customers,
depending upon their sales and profit potentials. A real life example of a
regional marketing manager, who was transferred from western region
to eastern region in India, is worth mentioning here.
The sales were stagnant in eastern region one of the decisions taken
was to ask the salespeople to make four sales calls a month to high
sales potential customers, two call a month to medium sales potentials
customers and only one call a month to low salespotential customers.
These were existing industrial or business customers.
The sales of eastern region jumped up substantially for four successive
years, after which the regional marketing manager was transferred
a promotion as marketing manager.
These are:
(a) use of computers, mobile communication equipment, and
other high-tech equipment and
(b) inside salespeople.
High-tech equipment
Desktop and laptop PCs, CDs, automatic dialers, e-mail, fax
machines, tele-conferencing, videophones, cellular phones, air
phones and Blackberry are the time management tools that
are available to salespeople and sales managers.
In particular, in some companies salespeople have laptop
computers that they carry as they travel around their
territories. The main objective of having high-tech equipment
is to help salespeople make more efficient use of their time.
Salepeople use computers to enter and transmit their visit
reports and customer orders, get information on inventory and
delivery status, access a customers file to get up-to-date
information before making the sales call, exchange messages
with customers and sales managers,
and make sales presentation to customers.
Inside Salepeople
To reduce time demands in their outside salesforce, many companies
are increasingly using inside salespeople who remain within the
organization.
There are three types of inside salespeople:
(a) sales assistants to provide clerical support for outside salesperson,
such as delivery follow-up with production confirm customer
appointments, answer customers questions. And so on;
(b) technical support people to give technical information and answers to
customers questions; and
(c) telemarketers to find new leads on prospects, qualify them, and refer
them to outside salespersons for high and medium sales potentials
prospects or sell for low potentials customers.
() Outside salespoeple, who travel outside the organization are then free to
spend more time selling to major existing customers, getting more orders
from major prospects, and building long-term
relationships with major customer.
Time
Management
Tools
for Sales
Managers
Example:
Coverking Company, a manufacturer and distributor of customized
automotive accessories, wanted to achieve a growth rate of 30%.
However. It had a problem that most of its over 500,000 orders for
customised car covers, floor mats, and other accessories were
received by phone every year. The company wanted to reduce the time
it spent on order entry, without compromising on customer service.
The solution to the problem was found in ERP package of Bann IV,
along with other Microsoft software, operating system and databases.
Customers could enter orders from any computer equipped with web
browser and check inventory via the internet. The system provided
customers a comprehensive menu of order options. Users could select
a product, fabric, colour, etc., to place a customised order in a fraction
of time required for a phone order. Apart from a remote order entry
solution, the ERP system reduced the turnaround time for
manufacturing customised products by 25%. Overall the company had
a saving of about $200,000 annually.
Example:
Another example is about the problem of manual
billing process, and resulting delays and error,
faced by Alcone Company, which also wanted to
provide greater information access to its staff. The
company decided on ERP system from PeopleSoft
Select, with operating system and database from
Microsoft,
to
solve
the
problem.
After
implementation, the billing process was automated,
resulting in increased billing, improved efficiency
and tremendous savings in time and effort. The ERP
system paid for itself within two years.
Objectives of Quotas
Importance or objectives of
sales quotas include:
(a) Making available performance
standards,
(b) Controlling performance,
(c) Motivating people, and
(d) Identifying strengths and weaknesses.
Controlling Performance
Motivating People
Most salespeople are motivated by money. Sales force compensation is
often tied to the extent or degree of achievement of sales quotas. The
financial compensation includes salaries, commission and /or bonuses
(also called as incentives). The incentives, in most companies are linked
to the quotas. If salespeople believe that the quotas are achievable, they
will put extra efforts to achieve the quotas and earn the rewards of
incentive payments or recognition. Motivation of the salesperson is linked
to the setting of quotas. Sales managers should not set sales quotas that
are too high and non-attainable. At the same time, they should not set
easily attainable quotas. In both these situations, motivation of
salespeople decline.
Sales contest are the additional motivating factors for special selling
efforts of Sales force. The performance during the period of the sales
contest is linked to quotas set for individual salespersons. Typically,
special quotas are set for sales contests in order to create enthusiasm
among salespeople, resulting in superior performance. The incentives or
rewards of achieving special quotas during sales contests are also
attractive, in terms of winning trips abroad - Australia, Singapore,
Thailand, and Sri Lanka.
Types of Quotas
Companies set many types of quotas
the most common types of quotas are:
(a) Sales Volume,
(b) Financial,
(c) Activity, and
(d) Combination
Financial Quotas
Financial quotas are the
goals set to control
gross
margin or profit contribution,
and expenses of various
marketing (or sales) units,
such as sales territories
(branches,
regions),
salespeople, and products.
Gross-Margin or
Profit Contribution Quotas
Gross margin quota is decided by subtracting cost of goods
sold from sales volume. Cost goods sold is equivalent o cost of
manufacturing the products. The problem of gross margin
quota is that sales managers and salesperson have in control
on the cost of manufacturing and hence, they are not
responsible for gross margins. Some companies, therefore,
decide profit contributions quotas by subtracting cost of goods
sold and salespeoples direct selling expenses from sales
volume as shown in Table 4.4.
Direct selling expense of salespeople include their salaries
as well as travelling, lodging, boarding and customer
entertainment expenses. The problem of profit quotas is at
some salesperson may reduce necessary expenses like
travelling, which may a negative effective on sale. This can be
seen in the case of salespeople Sunil as shown in Table 4.4.
Companies use profit quotas to convey to field sales managers
Expense Quotas
Companies are trying to control rapidly
increasing costs of selling, such as travelling,
lodging and food. The objective of setting expense
quotas is to control the costs of marketing (or sale)
units. Such as sales territories and salespeople.
Often expense quotas are used along with sales
volume quotas, so that selling expenses are kept n
line with sales volume. Therefore, expense quotas
are stated as percentages of sales, so that
salespeople give importance both to sales volume
and selling expense. In some companies, other
selling expenses have a quota of 1 percent of sales
Sales
Cost of Sales
Gross Margin
(75%)
Salary
Other Selling
Expenses
Total Selling
Expenses
Profit
Contribution
Profit/Sales
Percentage
Ashok
Sunil
Mahindra
Rs.
4.10.08.000
Rs
3.07.56.000
Rs
1.02.52.000
Rs 1.24.000
Rs
3.85.15.000
Rs
2.88.86.250
Rs 96.28.750
Rs 1.15.000
Rs
4.60.07.000
Rs
3.45.05.250
Rs
1.15.01.750
Rs 1.40.000
Rs. 3.90.000
Rs 3.10.000
Rs 4.70.000
Total
Ludhiana
Branch
Rs.
12.55.30.000
Rs.
9.41.47.500
Rs.
3.13.82.500
Rs.
3.13.82.500
Rs. 3.79.000
Rs 5.14.000
Rs 4.25.000
Rs 6.10.000
Rs. 11.70.000
Rs 97.38.000
Rs 92.03.750
Rs
1.08.91.750
Rs. 15.49.000
23.7
23.9
23.6
23.7
Activity Quotas
Activity of a
salesperson
Calling on
present business
customers
classified into A,
B, C
Calling on hot
prospects
Calling on
retailers
Payment
collection from
payment
overdue
customers
Obtaining and
reposting market
information
Time required
For A = 60 mins
B = 30 mins
C = 15/20 mins
Priority
(Importance)
1
4
8
Quotas
(Frequency)
4 calls per month
2 calls per month
1 call per month
30-60 mins
20-30 mins
15 mins
6
7
Inf. Gathering
10 mins per
customers
Reporting = 30
mins each week
Combination Quotas
Companies set combination quotas or
goals when they want to control salesforce
performance on both key selling and nonselling
activities.
Combination
quotas
typically used by various quotas discussed
earlier. Table 4.6 illustrates how points
system in combination quotas.
Quota
Percent
Quota
Actual
Weigh
t
% Quota x
Weight
For Salesperson:
Srinivas
4,50,000.00 4,27,500.00
95
285
4,50.00
90
90
120
240
615
4,95,000
24
29
102.5
For Salesperson:
Pradeep
4,25,000.00 4,46,25,000
95
315
4,25.00
95
95
80
160
570
4,46,250
30
24
95
Executive Judgment
Sometimes companies use executive judgment method when the
company is new, the product and territories are new, or very little market
information is available. In these situations, senior executives or managers
use their judgment, based on their past experience, to predict not only the
company sales, but also sale quotas for territories. For instance, managing
director of material handling company asked its newly appointed vicepresident (marketing) to double the previous years sales to decide the
company sales budget as well as well as sales quotas of several territories
for the years 1994-95 and 1995-96.
This decision was taken based on the discussions the managing director
had with the chairman in the absence of market information. Although
territorial sales performance varied as compared to sales quotas, the
company managed to achieve its sales budgets. However, when the
management again set double sales targets in the year 1996-97, it failed
to achieve its sales goals because of recession in the economy. Based on
this and several other examples, it is said that executive judgment method
should be used along with other methods, but it should not be only
method for deciding sales quotas.
Salespeoples Estimates
Some companies ask their own salesperson to set
sales quotas in situations, such as starting a field sales
operation, and expanding sales into new geographic
regions or territories. Asking salespeople to set their
own quotas happens rarely, because salespeople either
overestimate their abilities to set very high sales quotas,
or set too low sales quotas to earn high commissions or
incentives. Salespersons morale is down when they find
that they could not achieve their sales quotas with their
salespeople. Sales managers use forecasting methods,
past sales figures, and combine these with the inputs
from salespeople, before coming up with final sales
quotas.
Compensation Plan
Some companies set quotas to fit with theirs sales compensation
plan. For instance, the sales quota for this year is based on the
past years sales. If the last years sale was Rs. 12 million, the
sales quota for this year is set at Rs. 12 million, and the
salesperson is paid an incentive of percentage of sales achieved
over the quota of Rs. 12 million. Another method used by some
companies is based on salary plus commission plan.
For example, the company wants to pay a monthly salary of Rs.
5000 plus a commission of three percent on all monthly sales over
Rs. 100,000. The sales quota of Rs. 100,000 is set such a way it is
very difficult for the salesperson to exceed a total compensation
of Rs. 8000 (Rs. 5000 salary plus Rs. 3000 incentive) per month.
Although compensation plan is often tied to the degree of quota
achievement, sales volume quota should not be based on the
compensation plan alone, because that would put the cart before
the horse.
Participation in quota-setting
By allowing salespersons to take part in the process of quotasetting, not only the understanding of salespeople about quotas
increase, but also their questions are answered properly and
salespersons inputs can be used in quota setting.
Continuous feedback
Sales manager should give continuous feedback to
salespeople on their performance in relation to quotas and what
should be done by salespeople to improve their performance.
Flexibility in administering quotas
Any major changes in market demand or the companys
strategies or policies must be looked into and the quotas should
be change suitably. For example, if the company increases its
prices by 10%, due an increase in the cost of raw materials and
other inputs, the sales quotas have suitably adjusted. However,
small changes in market condition, which do not have much
impact on the company sales, can be ignored.
Purposes of Quotas
Salespeople should be informed that
monthly or quarterly quotas are used
for incentives or rewarding and annual
quotas are used for performance
evaluation.
Purposes of Quotas
Understand relationship between Quota
Selection and Marketing Environment
Successful companies select the type of quota that is
important to them based on the marketing environment and
company objectives. As mentioned earlier in the combination
quotas, companies have a few number of quotas, generally not
more than 3. If salespeople have too many quotas, their efforts
and energy gets scattered and they get confused. The following
illustration would help to understand how successful companies
select a few quotas that have relationships with marketing
environment and sales situation:
Purposes of Quotas
When the company has too many new salespeople, it is
proper to have one or two activity quotas to ensure that
salespeople do the right things.
When the companys products are in growth stage of product
life cycle, or in a high growth economy, the quotas should be
on the percentage growth in sales or growth in market share.
When the companys product or service is in maturity stage,
the sales growth will be limited, and profitably quotas would
be important for salespeople and territories.
When the companys objective is to increase sales from the
existing customers, the quotas for salespeople should include
sales growth and customer satisfaction or customer service.
Summary