{"id":194925,"date":"2026-07-10T00:34:48","date_gmt":"2026-07-09T22:34:48","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/tips-evaluacion-desempeno-retail\/"},"modified":"2026-07-10T01:34:35","modified_gmt":"2026-07-09T23:34:35","slug":"tips-for-evaluating-performance","status":"publish","type":"post","link":"https:\/\/factorial.ke\/blog\/tips-for-evaluating-performance\/","title":{"rendered":"11 Tips for Evaluating the Performance of Retail Salespeople"},"content":{"rendered":"<p><span dir=\"auto\">Customer service in stores is a marathon, not a sprint. Every interaction, every recommendation, and every service moment directly impacts the shopping experience and, therefore, the business&#8217;s bottom line. That&#8217;s why\u00a0<\/span><b><span dir=\"auto\">performance evaluation in retail<\/span><\/b><span dir=\"auto\">\u00a0is more than just a formality: it&#8217;s a strategic tool for identifying talent, detecting areas for improvement, and strengthening the sales team&#8217;s competitiveness.<\/span><\/p>\n<p><span dir=\"auto\">But is your performance evaluation system adapted to the current challenges of the sector? We give you 11 practical tips to apply it effectively.<\/span><\/p>\n<div class=\"datos-clave\">\n<h2 id=\"datos-clave\"><span dir=\"auto\">Key data<\/span><\/h2>\n<ul>\n<li><span dir=\"auto\"><span dir=\"auto\">Retail performance evaluation is a strategic tool that combines quantitative KPIs, soft skills, and continuous feedback to identify talent and reduce store turnover.<\/span><\/span><\/li>\n<li>Wholesale and retail trade is one of Kenya&#8217;s largest employment sectors. In the formal\/wage economy, wholesale and retail trade accounted for about 281,000 jobs, or 12.5% of private-sector employment, in 2025, according to the 2026 KNBS Economic Survey.<\/li>\n<li><span dir=\"auto\"><span dir=\"auto\">According to Gallup, teams with high levels of engagement experience a 51% reduction in turnover and a 23% increase in productivity, highlighting the direct impact of a well-executed evaluation.<\/span><\/span><\/li>\n<\/ul>\n<\/div>\n<div class=\"factorial-banner inline-banner banner-freebie category-talent-management\"\n    data-banner-id=\"191138\"\n    data-banner-type=\"freebie\"\n    data-category=\"Talent Management\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>The Ultimate Onboarding Checklist<\/h4>\n            \n                            <p>The perfect checklist for HR professionals onboarding new hires. Download your free checklist to seamlessly welcome new joiners to your team.<\/p>\n            \n                            <a href=\"https:\/\/factorial.ke\/templates\/employee-onboarding-checklist\"\n                    class=\"factorial-cta-button not-prose freebie\" data-cta=\"freebie\" data-cta-position=\"inline-banner\">\n                    Download for free                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/10\/14100624\/template-static-banner.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h3><b>1. <\/b><b><span dir=\"auto\">What KPIs should you measure in the performance evaluation for retail?<\/span><\/b><\/h3>\n<p><span dir=\"auto\">The first step is\u00a0<\/span><b><span dir=\"auto\">to avoid generic assessments<\/span><\/b><span dir=\"auto\">\u00a0like &#8220;good attitude&#8221; or &#8220;teamwork,&#8221; especially if they aren&#8217;t backed up by concrete data. The key to a good performance review in retail lies in setting\u00a0<\/span><span dir=\"auto\">clear KPIs tailored to each role.<\/span><\/p>\n<p><span dir=\"auto\">The following are good\u00a0<\/span><b><span dir=\"auto\">examples of KPIs in retail<\/span><\/b><span dir=\"auto\">\u00a0:<\/span><\/p>\n<ul>\n<li><span dir=\"auto\">Sales volume per hour or per shift.<\/span><\/li>\n<li><span dir=\"auto\">Percentage of objectives achieved per campaign.<\/span><\/li>\n<li><span dir=\"auto\">Number of tickets issued.<\/span><\/li>\n<li><span dir=\"auto\">Average customer service time.<\/span><\/li>\n<li><span dir=\"auto\">Return rate per seller.<\/span><\/li>\n<li><span dir=\"auto\">Number of complementary products sold (cross-selling).<\/span><\/li>\n<li><span dir=\"auto\">Visit-to-sales conversion rate.<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">According to SHRM, setting clear and measurable objectives linked to business results is the starting point for any effective performance management system. In retail, this means that each KPI must be aligned with the objectives of the current campaign or season, not with generic criteria applied to the entire workforce.<\/span><\/p>\n<p><span dir=\"auto\">Using these indicators will give you a complete view of performance, both quantitatively and qualitatively. Furthermore, it will serve as a basis for concrete actions for improvement or recognition.<\/span><\/p>\n<h3><b>2.\u00a0<\/b><b><span dir=\"auto\">Why do 360\u00b0 evaluations improve performance in retail?<\/span><\/b><\/h3>\n<p><span dir=\"auto\">The retail sector and stores are collaborative environments. Therefore, evaluating employees solely from the perspective of their supervisor leaves out valuable information.<\/span><\/p>\n<p><span dir=\"auto\">Therefore, we would say that\u00a0<\/span><b><span dir=\"auto\">retail employee evaluations gain depth when you consider more perspectives<\/span><\/b><span dir=\"auto\">\u00a0. How? By using:<\/span><\/p>\n<ul>\n<li><span dir=\"auto\">Self-assessments by the seller.<\/span><\/li>\n<li><span dir=\"auto\">Evaluations from the manager or supervisor.<\/span><\/li>\n<li><span dir=\"auto\">Feedback<\/span><span dir=\"auto\">\u00a0from colleagues on the same shift or in the same section.<\/span><\/li>\n<li><span dir=\"auto\">Brief customer satisfaction surveys.<\/span><\/li>\n<li><span dir=\"auto\">Observations from\u00a0<\/span><i><span dir=\"auto\">mystery shoppers<\/span><\/i><span dir=\"auto\">\u00a0(undercover customers).<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">The data supports this approach: according to Gallup, teams that receive frequent, high-quality feedback experience 23% higher productivity and a 51% reduction in turnover. In a sector with high emotional demands like retail, this impact is especially relevant.<\/span><\/p>\n<p><span dir=\"auto\">This model reinforces a culture of constructive feedback that is more horizontal and focused on professional development. Furthermore, it helps to identify\u00a0<\/span><span dir=\"auto\">workplace climate<\/span><span dir=\"auto\">\u00a0issues , communication breakdowns, or internal tensions that directly impact performance.<\/span><\/p>\n<p><strong><span dir=\"auto\">\ud83d\udc49 You might be interested in:\u00a0<\/span><a href=\"https:\/\/factorial.ke\/templates\/performance-appraisal-template\"><span dir=\"auto\">Performance appraisal templates<\/span><\/a><\/strong><\/p>\n<h3><b>3. <\/b><b><span dir=\"auto\">How to assess soft skills in the sales team?<\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In a customer-centric environment like retail, soft skills make all the difference. In fact, two salespeople can have similar sales figures but offer very different customer experiences.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That&#8217;s why some important skills you should consider are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Empathy and active listening skills.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conflict resolution.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proactive approach to problems in store.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Flexibility in the face of changes in schedule or tasks.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Teamwork and collaboration.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Emotional intelligence in the face of pressure.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The importance of these skills is well documented: according to SHRM&#8217;s performance management report, coaching and mentoring are the number one priority that managers want to strengthen in their middle management teams, cited by 54% of the executives surveyed. In retail, where the pressure on store staff is constant, developing these skills is as critical as achieving sales targets.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And how do you do it? You can do it through:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Behavioral checklists.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Role-playing games.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Direct observation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Customer interaction reports.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Moreover, including these human dimensions reinforces the value of employee evaluation as a tool for growth, not just control.<\/span><\/p>\n<h3><b>4. <\/b><b><span dir=\"auto\">Use digital tools to automate and track work performance<\/span><\/b><\/h3>\n<p><span dir=\"auto\">As in many other areas,\u00a0<\/span><b><span dir=\"auto\">digitalization streamlines employee evaluation processes<\/span><\/b><span dir=\"auto\">\u00a0and prevents them from becoming empty bureaucracy. Specifically, there are several retail-specific platforms that allow you to:<\/span><\/p>\n<ul>\n<li><b><span dir=\"auto\">Centralize the evaluations<\/span><\/b><span dir=\"auto\">\u00a0of the entire staff.<\/span><\/li>\n<li><b><span dir=\"auto\">Set up automatic recurring reminders<\/span><\/b><span dir=\"auto\">\u00a0.<\/span><\/li>\n<li><b><span dir=\"auto\">Analyze individual progress<\/span><\/b><span dir=\"auto\">\u00a0with visual dashboards.<\/span><\/li>\n<li><b><span dir=\"auto\">Detect patterns<\/span><\/b><span dir=\"auto\">\u00a0of improvement or stagnation.<\/span><\/li>\n<li><b><span dir=\"auto\">Generate automatic reports and comparisons<\/span><\/b><span dir=\"auto\">\u00a0between stores.<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">The adoption of these tools is growing rapidly. In 2026, the global market for performance management software is estimated at $3.66 billion, with a compound annual growth rate of 5.5% through 2035. In the retail sector, the use of mobile applications for goal tracking grew by 58% during 2025, reflecting the increasing demand for agile and accessible solutions for in-store teams.<\/span><\/p>\n<p><a href=\"https:\/\/factorial.ke\/\" target=\"_self\" rel=\"noopener\"><span dir=\"auto\">HR software like Factorial<\/span><\/a><span dir=\"auto\">\u00a0is\u00a0very useful for implementing a modern, inclusive, and effective performance evaluation system. Specifically, it helps you integrate evaluation with training processes,\u00a0<\/span><a href=\"https:\/\/factorial.ke\/time-attendance-signing\" target=\"_self\" rel=\"noopener\"><span dir=\"auto\">time tracking<\/span><\/a><span dir=\"auto\">\u00a0, and\u00a0<\/span><a href=\"https:\/\/factorial.ke\/document-management\" target=\"_self\" rel=\"noopener\"><span dir=\"auto\">document management<\/span><\/a><span dir=\"auto\">\u00a0, giving you a comprehensive view of each employee.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-demo category-talent-management\"\n    data-banner-id=\"191716\"\n    data-banner-type=\"demo\"\n    data-category=\"Talent Management\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Modernise and simplify HR tasks with Factorial Kenya<\/h4>\n            \n                            <p>Book a free demo and we&#039;ll reach out to identify key areas for improvement across your business management.<\/p>\n            \n                            <a href=\"https:\/\/factorial.ke\/request-demo\"\n                    class=\"factorial-cta-button not-prose demo btn-brand\" data-cta=\"demo\" data-cta-position=\"inline-banner\">\n                    Get a demo                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image no-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorial.ke\/blog\/app\/plugins\/factorial-utilities\/assets\/images\/banners\/inline\/backgrounds\/default_image.svg\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h3><b>5. <\/b><b><span dir=\"auto\">Create customised action plans after the assessment<\/span><\/b><\/h3>\n<p><span dir=\"auto\">In turn, evaluating without follow-up is incomplete. Therefore, a good practice in retail performance evaluation is to link each result to a\u00a0concrete\u00a0<\/span><b><span dir=\"auto\">action plan .<\/span><\/b><\/p>\n<p><b><span dir=\"auto\">Let&#8217;s look at a practical example:<\/span><\/b><span dir=\"auto\">\u00a0if a salesperson working in your store gets a low score in complaint resolution, you could:<\/span><\/p>\n<ul>\n<li><span dir=\"auto\">Offer him an individual coaching session.<\/span><\/li>\n<li><span dir=\"auto\">Incorporate it into a group training course on claims management.<\/span><\/li>\n<li><span dir=\"auto\">Assign him an internal mentor who excels in that skill.<\/span><\/li>\n<li><span dir=\"auto\">Establish quarterly improvement goals with follow-up.<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">On the other hand,\u00a0<\/span><b><span dir=\"auto\">if an employee excels, you should also offer them incentives, opportunities for advancement, or greater autonomy.<\/span><\/b><span dir=\"auto\">\u00a0Performance reviews should also serve to retain talent. This is where talent management in stores becomes even more crucial.<\/span><\/p>\n<p>\ud83d\udccc Read also &#8211; <a href=\"https:\/\/factorial.ke\/ebooks\/people-strategy-guide\">People strategy: A step-by-step guide to executing a winning HR strategy<\/a><\/p>\n<h3><b>6. <\/b><b><span dir=\"auto\">How often should you evaluate store staff?<\/span><\/b><\/h3>\n<p><span dir=\"auto\">Performance reviews in retail should be frequent, but also realistic. By this we mean that, for example, in stores with high turnover or with part-time employees, annual reviews are not practical.<\/span><\/p>\n<p><span dir=\"auto\">In this regard, our recommendations for these situations are:<\/span><\/p>\n<ul>\n<li><span dir=\"auto\">In\u00a0<\/span><b><span dir=\"auto\">large stores or chains,<\/span><\/b><span dir=\"auto\">\u00a0where there is usually a high turnover,\u00a0<\/span><b><span dir=\"auto\">monthly or bimonthly evaluations must be done.<\/span><\/b><\/li>\n<li><span dir=\"auto\">In\u00a0<\/span><b><span dir=\"auto\">boutiques or specialty stores,<\/span><\/b><span dir=\"auto\">\u00a0which usually have more stable staff, conducting job performance evaluations\u00a0<\/span><b><span dir=\"auto\">every 6 months<\/span><\/b><span dir=\"auto\">\u00a0may be more than enough.<\/span><\/li>\n<li><span dir=\"auto\">In the case of\u00a0<\/span><b><span dir=\"auto\">onboarding assessments,<\/span><\/b><span dir=\"auto\">\u00a0it would be best to do one in the\u00a0<\/span><b><span dir=\"auto\">first month and another three months<\/span><\/b><span dir=\"auto\">\u00a0after joining.<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">The context of the Spanish labor market underscores this urgency: according to data from Michael Page, voluntary turnover in Spain ranges between 17% and 24% annually, with up to 32% of departures occurring within the first six months in consumer goods sectors. Waiting for the annual performance review in this environment is tantamount to acting only when the problem is already irreversible.<\/span><\/p>\n<p><span dir=\"auto\">Consider also implementing continuous feedback systems in retail, such as bi-weekly check-ins. This way, you won&#8217;t have to wait for a formal evaluation to correct or reinforce behaviors.<\/span><\/p>\n<p><span dir=\"auto\">According to Gallup, employees who receive feedback from their manager several times a week are 3.6 times more likely to feel motivated to do excellent work, compared to those who only receive it once a year. Bi-weekly in-store check-ins are therefore a proven practice with a significant impact, not just a recommendation for best practices.<\/span><\/p>\n<h3><b>7. <\/b><b><span dir=\"auto\">Involve the team in the design of the evaluation system<\/span><\/b><\/h3>\n<p><span dir=\"auto\">Another very useful tip is to involve the entire staff in this process. In our experience, we would say that performance evaluation should not be seen as an &#8220;audit&#8221; or a &#8220;judgment,&#8221; but rather as a shared tool.<\/span><\/p>\n<p><span dir=\"auto\">Therefore,\u00a0<\/span><b><span dir=\"auto\">inviting the salespeople themselves to participate in the system&#8217;s design improves its acceptance and usefulness.<\/span><\/b><span dir=\"auto\">\u00a0To do this, you can conduct internal surveys with questions like these:<\/span><\/p>\n<ul>\n<li><span dir=\"auto\">What criteria do you think are fair for evaluating your work?<\/span><\/li>\n<li><span dir=\"auto\">How often would you like to receive feedback?<\/span><\/li>\n<li><span dir=\"auto\">Which format do you prefer: interview, questionnaire, written feedback?<\/span><\/li>\n<\/ul>\n<p><span dir=\"auto\">Furthermore, this approach fosters an inclusive organizational culture focused on employee well-being and continuous development. At the same time,\u00a0<\/span><b><span dir=\"auto\">transparency in evaluation processes improves satisfaction and engagement<\/span><\/b><span dir=\"auto\">\u00a0, two critical factors in an emotionally demanding sector like retail.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-freebie category-talent-management\"\n    data-banner-id=\"191290\"\n    data-banner-type=\"freebie\"\n    data-category=\"Talent Management\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Download your free offboarding checklist now<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">Key steps for smooth, compliant exits<\/li>\n                                                                                                <li class=\"not-prose\">Knowledge transfer &amp; company asset return<\/li>\n                                                                                                <li class=\"not-prose\">Exit interview for a final fareware<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorial.ke\/templates\/employee-offboarding-checklist\"\n                    class=\"factorial-cta-button not-prose freebie\" data-cta=\"freebie\" data-cta-position=\"inline-banner\">\n                    Download for free                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image no-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorial.ke\/blog\/app\/plugins\/factorial-utilities\/assets\/images\/banners\/inline\/backgrounds\/default_image.svg\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h3><b>8. <\/b><b><span dir=\"auto\">Measure the quality of service, not just the quantity<\/span><\/b><\/h3>\n<p><span dir=\"auto\">It&#8217;s not all about sales volume. In retail, service quality has a direct impact on customer loyalty and brand reputation. For this reason, it&#8217;s advisable to use indicators such as:<\/span><\/p>\n<ul>\n<li><b><span dir=\"auto\">NPS (Net Promoter Score) per seller.<\/span><\/b><\/li>\n<li><b><span dir=\"auto\">Average rating in post-sales surveys.<\/span><\/b><\/li>\n<\/ul>\n<ul>\n<li><b><span dir=\"auto\">Incident resolution time.<\/span><\/b><\/li>\n<\/ul>\n<ul>\n<li><b><span dir=\"auto\">Recommendations from frequent customers.<\/span><\/b><\/li>\n<\/ul>\n<p><span dir=\"auto\">In this way, employee evaluation takes on a much more human dimension, focused on the customer experience. This allows you to assess sales staff performance from a holistic perspective.<\/span><\/p>\n<h3><b>9. <\/b><b><span dir=\"auto\">Review and adapt the evaluation criteria regularly<\/span><\/b><\/h3>\n<p><span dir=\"auto\">Business objectives and expected behaviors change over time. Therefore,\u00a0<\/span><b><span dir=\"auto\">it&#8217;s essential that your retail performance evaluation system also evolves.<\/span><\/b><span dir=\"auto\">\u00a0To achieve this, we recommend the following:<\/span><\/p>\n<ol>\n<li><span dir=\"auto\">Review the indicators every six months.<\/span><\/li>\n<li><span dir=\"auto\">Adjust the criteria to new campaigns, promotions, or products.<\/span><\/li>\n<li><span dir=\"auto\">Incorporate team feedback to refine tools and processes.<\/span><\/li>\n<\/ol>\n<p><span dir=\"auto\">In fact, an outdated system generates frustration and ceases to provide value.<\/span><\/p>\n<h3><b>10. <\/b><b><span dir=\"auto\">Train supervisors in constructive evaluation<\/span><\/b><\/h3>\n<p><span dir=\"auto\">You should also consider that even a great system can fail if those implementing it aren&#8217;t prepared. The truth is, many managers lack training in feedback, emotional intelligence, or leadership. Therefore, we recommend the following actions:<\/span><\/p>\n<ul>\n<li><b><span dir=\"auto\">It offers in-house training on assessment and communication.<\/span><\/b><\/li>\n<\/ul>\n<ul>\n<li><b><span dir=\"auto\">He organizes positive leadership workshops.<\/span><\/b><\/li>\n<\/ul>\n<ul>\n<li><b><span dir=\"auto\">Create and distribute manuals of good evaluation practices.<\/span><\/b><\/li>\n<\/ul>\n<p><span dir=\"auto\">A trained supervisor will know how to give constructive feedback, inspire confidence, and guide towards professional development.<\/span><\/p>\n<h3><b>11. <\/b><b><span dir=\"auto\">Connect performance evaluation with recognition and well-being<\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Integrating performance evaluation with recognition and well-being programs is a growing practice in human resources. In retail, where burnout and turnover are high, this integration has a direct impact on talent retention.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Monthly recognition of the &#8220;salesperson of the month&#8221; based on indicators and feedback.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Incentive programs aligned with soft skills, not just sales.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work climate surveys linked to the evaluation system.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Active listening spaces to gather suggestions from the team.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The impact of recognition on performance is backed by research: according to Gallup, teams with high levels of engagement\u2014driven largely by feedback and recognition\u2014show 23% higher productivity and 51% lower turnover.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Humanizing the evaluation and connecting its result with well-being reinforces a culture of care, respect, and continuous improvement.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Performance evaluation in retail cannot be limited to a series of numbers on an Excel spreadsheet. Supporting, measuring, listening, and developing are the four actions that transform a routine evaluation into a real lever for improving talent and results. Apply these tips consistently and with the right tools, and your evaluation system will cease to be a mere administrative task.<\/span><\/p>\n<p>&nbsp;<\/p>\n<div class=\"factorial-banner inline-banner banner-demo category-talent-management\"\n    data-banner-id=\"191146\"\n    data-banner-type=\"demo\"\n    data-category=\"Talent Management\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Ready to transform your business?<\/h4>\n            \n                            <p>See Factorial in action and get your free demo today!<\/p>\n            \n                            <a href=\"https:\/\/factorial.ke\/request-demo\"\n                    class=\"factorial-cta-button not-prose demo btn-brand\" data-cta=\"demo\" data-cta-position=\"inline-banner\">\n                    Get a demo                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image no-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorial.ke\/blog\/app\/plugins\/factorial-utilities\/assets\/images\/banners\/inline\/backgrounds\/default_image.svg\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Customer service in stores is a marathon, not a sprint. Every interaction, every recommendation, and every service moment directly impacts the shopping experience and, therefore, the business&#8217;s bottom line. That&#8217;s why\u00a0performance evaluation in retail\u00a0is more than just a formality: it&#8217;s a strategic tool for identifying talent, detecting areas for improvement, and strengthening the sales team&#8217;s<a href=\"https:\/\/factorial.ke\/blog\/tips-for-evaluating-performance\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":291,"featured_media":194930,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1070,1105],"tags":[],"class_list":["post-194925","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-en-ke","category-talent-management-es-en-ke"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>11 Tips for Evaluating the Performance of Retail Salespeople 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