The Selling Skills Evaluation is designed to give sales reps and sales managers a more defined way to evaluate success and track which part of the sales cycle seems to be breaking down the success of the person. The sales rep and the sales manager will both participate in evaluating the sales rep. This gives multiple perspectives and creates a structured dialogue that will result in better coaching.

This tool evaluates performance of success based behaviors in the sales process. The areas of activity that lead to success and are measured here are:

• Networking
• Prospecting
• Presenting
• Closing
• Follow-up

With a true picture of what activity is happening, the sales manager is better prepared to coach the sales rep on the right challenge. Often times, sales reps say "they just aren’t buying." However, many times you can track which step of the sales process the rep is breaking down on. Once that is understood, the right coaching and development can take place.

The MuRF 360 is a powerful professional development tool, that positively impacts an individual’s growth and career, and an organization’s success.

For managers, supervisors, and others in leadership positions, it can facilitate peak performance that generates improved productivity. The MuRF 360 quantifies a participant’s competencies, verifies the results from a variety of perspectives, and identifies ways to enhance skills.

The MuRF 360 Competency Feedback System is a multi-rater feedback process that provides managers and leaders with an opportunity to receive an evaluation of their job performance from the people around them – their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved.

This assessment process is concerned with a manager’s job performance in nine skill clusters:

• Develops Others
• Develops Self
• Focus
• Job Requirements
• Leadership
• Mission and Vision
• Relationships
• Communication
• Adaptability

Peter Drucker defined the difference between a manager and a leader as:

• A manager has the ability to uncover what makes individuals unique.  They then use that information to propel them to their highest potential. 
• A leader has the ability to uncover what is common among all those under their watch, and then use that commonality to unite them towards a common vision.

The MuRF 180 Performance Assessment is designed as a way to enable both the manager and the employee to have input on the development and monitoring of the employee.  Each participant will evaluate their current success in the areas of...

• Teamwork
• Customer Focus
• Relationship Skills
• Mission & Vision
• Job Requirements
• Focus
• And Self Development. 

Upon completion of the assessment, the supervisor and the employee will have a basis for comparing perceptions in each of these critical areas.  This comparison is designed to enlighten both parties as to the view the other holds. 

Opening the lines of communication is the first required step to enjoying greater levels of productivity in the workplace.

The MuRF Performance Review is a process of creating consistency in the annual review process.  With the ability for each employee to have an active part in their evaluation, the likelihood of productive change happening increases significantly.  The process works by creating open communication with the employee and their supervisor(s) evaluating the employee's performance. A few of the benefits of this system are...

• The Performance Review report creates dialogue between the employee and their supervisor(s).
• The employee has a say in how they have done for the year and therefore has a greater committment to their future success.
• This system can be used as a Pay-4-Performance program backbone.
• This system streamlines the review process, trimming the review and report building to under 10 minutes generally.
• The report creates a roadmap for the conversation about the employee's performance.