The Answer
Multiple boards measuring different things, monthly refreshes, behavior-based recognition alongside outcomes, surgical spiff use, and quota-attainment metrics that level across territories.
Overview
Leaderboards are sales’ oldest performance tool and one of its most misused.
Effective leaderboards measure the right things, recognize the right behaviors, and refresh frequently enough.
The job of the leader is to make the board pull people up, not push people out.
Steps
- Decide what you’re measuring. Closed-won, pipeline created, meetings held, and stage progression all warrant their own boards.
- Refresh the cadence. A monthly board lets people climb back.
- Pair the leaderboard with recognition for behaviors, not just outcomes.
- Use spiffs sparingly and surgically.
- Make the recognition specific.
- Watch the bottom.
- Pair public recognition with private acknowledgment.
Pro Tip
Run a ‘fastest start’ leaderboard for new hires. It accelerates ramp psychologically.
Watch Out
Leaderboards based purely on closed revenue can demoralize reps with smaller territories. Always normalize for opportunity.
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