Quarter in Review

Love this idea! Also would be curious to hear if anyone else is doing this!! 

Agreed @Cierra Steiner! I love this idea and would love to use it in quarterly and SKO’s. 

I agree that I think this is a great initiative! At a team level its a bit manual as you’d basically have to pull up all your frontline teams and go through what’s working well and area of improvement for each team.

I’d recommend coaching your frontline managers to go into the Insights/team tab on a monthly or quarterly basis and give each team direct coaching. For example a front line manager at my org sends screenshots to her team on a monthly basis to show they “Gong stats for the month” and she gives direct coaching to her reps in a team collaborative way here. Ex) This month billy did a great job at having his customer share the longest customer monologue and in the top three for high interactivity - This is a great sign that billy is asking strong open ended questions to engage his customer - Billy what type of questions are you asking to have customers share so much? Team lets discuss on a team call how to get our overall team engagement up! … I’d also suggest correlating trackers from the tab to reinforce this - who is actually high on the “Open ended questions” tracker?

In general you want to look at things like:

• Is everyone on the team in the recommended talk ratio range?
• How many average weekly calls doe people have in Gong? (High Gong usage leads to stronger coaching and higher close ratios typically) How often are people listening back to their calls?

• Is everyone in “best practice” for longest monologue. Is everyone within the same general range? are there outliers? want to see that reps are not just talking “at” customers but having a good dialogue. Related whats the interactivity/back and forth look like? Same with question rate?

• Whats the patience score look like? Who can work on pausing between questions?

• Who is doing self coaching and listening back to their own calls or colleagues calls?

For a more scalable approach I’d recommend looking at certain trackers to analyze insights - For example my company just rolled out a new product and I created a tracker for it, I am now analyzing which teams are having that tracker come up and then directing product marketing to set up calls with different teams to understand what's working and what is not.

I hope that helps - In summary if you are doing it at a team level its difficult to do at a scalable level individually, usually why I suggest getting frontline managers to lead this at the team level and then high up the hierarchy looking at certain trackers of interest from the initiatives tab to identify team trends and then investigating more from there.

Feel free to message me if you have follow up questions!

Thanks @Molly Kipnis ! While I haven’t done anything like this yet, the first thing that comes to mind is report card style. Something simple that shows how they’ve developed in each area for that quarter and then you can use it again for the following quarter to show positive (or negative) trends and identify coaching opps.

I have gone ahead and created a first version of this. It is a bit manual - but we only have about 8 teams - so it won’t be that daunting. So far, those who have seen it have said it’s quite helpful.

I’d like to think that I could teach the Sales Leaders to go get this information for themselves, but many of them won’t. They are more concerned with helping their reps get the deals in, so in order to ensure that they get these coaching opportunities - I’d rather prepare them myself… 

Andrea