Wie können Sie die Analyse der Einzelhandelsumsätze mit den Leistungskennzahlen der Mitarbeiter verknüpfen?

From my experience in banking fields , goals has specific term in numbers , quantity or even sales line . When we talk about performance metrics we should relate it directly to goals but in my point of view if about 95% of goals is achieved I think it fair to give the employee the full appraisal so it will be a good insensitive for him to work hard

I totally agree with the above notion. Reason is that without a clearly defined goal or objective, it will be difficult to measure in terms of performance on the part of the retailer. The clear objectives will make it easy to measure the performance of the retailer and the outlet as well.

let me share an example from my experience in telecom retail: We used to set a monthly target of accessories of $25 per sales opportunity per sales rep. How do we actually measure how reps perform? Through their behaviors. Are they "order takers" or are they asking questions to recommend a personalized solutions? In summary, retail managers should have measurable goals and tie them to measurable behaviors to drive sales.

Retail sales goals should be very specific, measurabe, achievabe, relevant to the business and timed; in other to fit in for the purpose of measurement employees performance and the analysis of the retail sales.

Sales analysis tells you WHAT happened. Employee metrics tell you WHO made it happen, and how well. Connecting them helps you: Identify top performers: Who are your sales superstars? Spot areas for improvement: Where can you train or coach staff? Set fair goals: Are your expectations realistic? Improve overall performance: Boost sales and customer satisfaction. Key metrics to link: Sales per employee: How much does each person sell? Conversion rate: Are they turning browsers into buyers? Customer satisfaction scores: Are employees providing excellent service? By analyzing these metrics, you can: Reward and recognize top performers. Provide targeted training and coaching. Adjust your sales goals based on employee performance.

I agree with this, but I will say for efficient employee performance calculation, metrics should best be weekly per sales rep as for the business leader; so for the employee to do a personal check using a daily metric system.

I think the use of employee performance to motivate will only inspire or push the employee to go what the Nigerian calls “baby Kings' way”. It may not be useful in all industry setting.

I believe starting evaluation the whole retail experience will come as a first priority, before linking the sales metrics to employee performance. Mystery shopper is a well known tactic can help in finding gap in the retail experience. After fulfilling all gaps, linking the sales performance like no of transaction per employee, no of served customers per hour can give a brief look on how the employee contribution to the retail sales performance.