In setting performance goals for sales staff, what recommendation is most effective?

Using past performance as a benchmark for setting performance goals is highly effective because it provides a realistic standard based on actual data that reflects the capabilities and previous achievements of the sales staff. This method ensures that the goals are attainable and grounded in the team's historical performance. When sales staff see that their goals are rooted in what they or their peers have achieved before, it fosters a sense of motivation and encourages them to strive for improvement.

Additionally, benchmarking against past performance allows for the identification of trends and areas for growth. It can help in recognizing patterns, such as seasonal sales fluctuations, which can guide the setting of more accurate and relevant targets. This strategy promotes accountability and provides a clear framework for evaluating progress, making it an integral approach to effective goal-setting in sales teams.