Sales Team Assessment

What does a sales assessment measure?

A good assessment looks at the people, the process, and the environment around them — because a strong rep stuck in a broken process will still miss quota.

• Individual salesperson capability. Each rep's selling skills, motivation, and the specific weaknesses that cost them deals, measured with OMG's sales evaluation.
• Team dynamics and collaboration. How the team works together, how leadership coaches and holds people accountable, and where handoffs break down.
• Process and methodology. Whether you have a defined sales process, whether the team follows it, and whether its stages reflect how your buyers actually buy.
• Technology stack. Whether your CRM and tools support the process or just create busywork.
• A 90-day improvement roadmap. Prioritized, specific actions — not a binder of observations.

Why we use OMG evaluations

Most assessments used in sales hiring were built for general hiring. They describe personality or communication style, which tells you little about whether someone will prospect, reach decision makers, or close. Objective Management Group builds evaluations specifically for sales roles, backed by more than 35 years of sales-specific data.

OMG measures things like a salesperson's will to sell, their "Sales DNA" (the beliefs and habits that help or hurt them, such as needing to be liked or being uncomfortable discussing money), and tactical competencies like consultative selling, qualifying, and closing. Chris is an OMG Certified Partner, so we administer the evaluations and, more importantly, interpret them in the context of your business.

OMG evaluation vs. personality tests

What happens during an assessment

1. Kickoff. We meet with leadership to understand your goals, your market, and what "good" looks like for each sales role.
2. Evaluations. Each salesperson and sales manager completes OMG's online evaluation on their own time.
3. Process and pipeline review. We review your CRM, pipeline, stage definitions, and a sample of recorded or live calls, and talk with team members.
4. Debrief and roadmap. We bring it together into findings and a 90-day plan, and walk leadership through both.

Assessment before training

Many companies respond to a missed number by buying sales training for everyone. Without an assessment, that training is a guess: it often teaches skills the team already has while missing the weaknesses actually costing deals. An assessment shows which skills to train, which reps will benefit, and which problems are really about process or leadership — so every dollar after it is better spent.

What you get

• Individual reports for each salesperson and sales manager, showing strengths, gaps, and coachability.
• Team-level findings that show patterns across the group — the weaknesses that are costing you the most revenue.
• A leadership debrief where we walk through what the data means and answer the hard questions: who to develop, who to move, and what to look for in your next hire.
• A 90-day roadmap with specific actions, owners, and measures of progress.

When should you run a sales assessment?

• Before restructuring the team, so decisions rest on data rather than gut feel.
• Before hiring, so you know exactly which skills the next hire needs to bring. Pair it with our sales hiring process.
• After a missed year, to find out whether the problem is people, process, or leadership.
• When a new sales leader starts, including a fractional VP of Sales, so they begin with a clear picture.
• When growth stalls and the team is working hard without results.

Most engagements with Enki start here. The assessment turns "sales isn't working" into a specific list of what to fix first.