​@Nicole Gleason Our ethos is “one scorecard = one coaching conversation”, so setting a pace that is balances 1. the time it takes to score and provide feedback with 2. the need for coaching within teams will be a personal one for your org. We have various scorecards for various touch points too, which adds in extra work/complexity to the above considerations. 

2 scorecards per rep per quarter seems fair, but can stack up if you have larger teams.

While we have a cadence around the use feedback and scorecards it is highly unique to each org. However, we do have AI scorecards run on calls first. For example: We have an AI scorecard the runs on New Business: Stage 1 Meetings. Then if that returns a low score it notifies the manager that a low score was given. The manager then goes in and fills out the same score card but manually. Sometimes the AI is wrong and getting reviewed that directly by AI also feels weird. Having it alert the manager and then having the manager fill it out seems to be the happy medium.