Coaching Your Team With Spinify

Welcome, everyone. My name is Mia and I'm the head of Customer engagement here at Spinify. So for those of you who are new to Spinify, we are essentially a sales gamification platform and our focus is bettering your team's performance, motivating your team and building a collaborative culture, all the while giving your team the recognition that they desperately crave. So today we're going to talk about Spinify's coaching features. I'll give you a little bit of a background on coaching before I walk you through how a couple of those features work. And then I will also walk you through two new exciting features we've released in November in Spinify. To start off with, I'll give you a bit of an overview of coaching. It's the type of leadership that you'll hear a lot here at Spinify. It's something that we swear by. We have a lot of management experience across our entire organization and this is the approach that we have all found to be the most effective, hence why we back it so much. Essentially, the coaching approach is a way of empowering your staff, making them feel like they are appreciated and just kind of engaging them with their work and with you as well. It's a really inspirational way that you can get your team to work their best and get them up to their potential. So even if you feel that they are steering, you know, slightly off track, you can use that as a learning opportunity rather than a reprimand and bring them back onto course. Furthermore, it's a very transparent way of providing leadership so no one's ever second guessing where they stand with you. They feel comfortable coming to you because they know that, you know, know you'll be able to steer them in the right direction. You're providing the best possible leadership that they could want. Furthermore, it's a very open dialogue, so you want to make sure that there's, you know, eliminating that entire, you know, culture of second guessing or walking on eggshells. And with that comes feedback culture. And that just does. That doesn't mean just giving feedback to your team. That also means being open to accepting feedback from your team. So you essentially want to create a collaborative and safe environment where your staff feel comfortable coming to you if they have any issues, without the feeling that they're going to be disciplined or they're going to be on the bad list or anything like that. And then one of the most important parts of coaching is analyzing performance trends and data. And that's where spinify comes in. Because we provide a complete coaching toolkit that gives you a thorough insight, that gives you thorough insights into how your team are performing over time and also their projected future performance. So you can see what, you know, where they're headed and if you need to maybe steer them in another direction. And yeah, so we're going to go into a couple of those features today and then I will end up at the end of this video. I will talk you through our two new features. All right, so we're going to start off by looking at our performance graphs. So to do that, you can just select a competition from the dashboard page or you can go over to competitions to see all of your competitions that you've got running. But we're just going to have a look at our calls made, one, which is daily. All right, so as you can see here, we've got five hours, 38 minutes and 29 seconds left in this competition. So we've made 4,565 calls today, which is, you know, incredible. We've got 10 players in the competition and here we have a bit of an overview of where you're sitting. So Anna Bala, who is our person we logged into today, is currently sitting in 10th position, so she's coming last. She's made 370 calls today, so you can see how she's tracked over time. So over the last few days, 27, 300, 285 on the 28th and 260 on the 29th. So she has updo game today, which we like to see. Then we've got our average to target. So this is how many times or what the average was over the last few months. Sorry, the last few days. So we've got. It's gone up and down a little bit over the month. So you might want to, in this case, have a look at the performance and see if the target that you have set is working and the days that it's down, what contributed to the performance being down that day. And then here we have targets reached per day. So again, we've got a few few days where it was reached. That's awesome. And quite a few days where it wasn't reached. So again, you just want to have a look at the targets to see all the factors that may have contributed to those particular days being down. So, for example, maybe they were weekends and you didn't have as many staff on or, you know, it might have been a national holiday, something along those lines. And yeah, there's a few contributing factors there. So this is a great one. Here we've got our target line, which is the purple line, and the actual calls, which is the gray line. So as you can see, it's generally over target, which, what, which is what we like to see. There's a couple where it's just under. So again, they're days that you might want to have a look at what's gone on again. Could be a weekend or a bank holiday or something along those lines. And then down here we've got our ranking system, so you can see where everyone is sitting on the leaderboard and exactly why they are sitting in that position. So as you can see, Arla is coming first. She's made 173% of her calls, which is incredible. Great work, Arla. And then if we click into her, we can get a more thorough picture of her tracking over time as an individual. So, so you can see her average is 30 calls an hour. Pretty amazing work. She's moved up from third, which is great. And then the calls she's made per day over time over the last 30 days. So that's pretty much performance graphs. You can add a little comment, a gif, if you like, down the bottom to praise or motivate your team further to keep going. Okay, so the next thing we're going to look at is performance gr. So back on the dashboard, we click on performance grids and we've got our grids down the bottom here. So we've got. We'll open up call analysis. And you can see we've got four quadrants here. So these particular ones have been modified by us, by me. So we can see that, you know, there's a couple that are good, some are talking too short, not enough time and not enough calls. So you can see where everyone's sitting. You know, this is essentially where you want everyone to be up in this top right corner. And that is what we usually call here the rainmakers. So rainmakers are people who are doing, you know, and above and beyond where you want them, where you expect them to be. We've got caretakers who are, you know, doing an amazing job. They're, they're doing all the right things. They're just not quite getting to that expectation or quite making that extra mile. We've got our snoozers who are slowly trailing behind who, you know, need to up their game a little bit. And then we've got our hackers. So hackers are where you don't want your team to be. They are essentially people who are bringing the team down. They may be doing the wrong things, cutting corners. So you don't want anyone to appear in that hacker square or in this case, talk time too short. So to create a grid, it's super easy to click Create grid over here and you just pop in the name for it and a description if you like. So overview of performance. Select the leaderboards you want to add into there. So it could be goal crushers, you could add, you know, a couple of, a couple of others. And these ones are tasks. So ones that are on, you know, the actual task that's been done and then we've got ones that are based on results. So the amount of deals that were done, the new time of closures, those sorts of things. So you can also toggle preferences. So these are coaching tips. So this is where you can customize your performance grid to your liking. So if you don't like what's already here, feel free to take it out and do it to your own specifications. So we'll go create performance grid. And now here we are here. So click on this little. I will take us to the performance grid. All right, so you can see we've got a few snoozes going on there. So we'll know exactly who we need to speak with and have a one on one with to pick up their game. Then we've got some caretakers, so we know they need a little bit of nurturing just to level up their performance a bit to make it into this rainmaker spot. We can also predict performance. So you can see there is quite a few here who are on their way to rainmaker status, which is awesome. We've got a couple who are backsliding, which is not great. And you can see good old Tyrion Lannister over here needs a bit of a kick in the pants to, to really level up his game. So that's an awesome opportunity to. Instead of going to him and saying, you know, you're not doing a good enough job, we're firing you as hand of the King. We are instead going to say, you know what, we're going to enroll you in a course on how to be an amazing hand of the king, for example, I guess she was, he was hand of the Queen in the end, but you know what I mean. So we can turn that from a negative into a positive and create a learning environment rather than a you're not doing a good enough job environment which you don't want. Over here you can show the coaching tips. So here you can see exactly how you can handle each quadrant, the best way to bring up their performance to the next level or if they're a rainmaker to keep them at that status. So those are really handy. It definitely recommends recommend you keeping an eye on those and utilizing those in your one on ones. Okay. So the next feature that I'm going to walk you through today is notes. So notes are really handy for keeping track of, you know, little things you want to bring up in one on ones or make notes on someone's performance. So I will just mention that what you write in notes, only the person who has written them can see them. So if you write something in notes expecting someone else to see it, that's not how it's going to work. They're just a notepad for yourself so that you can keep track of talking points you might want to bring up in your one on ones or you know, anything that you need to take note of on their particular performance. So again on the dashboard we've got notes over here you can click on add note, write a note, you know, great work today on sales call and then it will just show up. So you can, you know that, you know you've got a note there that you can refer back to. Admins can also make notes on their players. So if we go over here into coaching, we've got scorecards here so we'll just click into Cohen, we've got notes up the top. We haven't added any notes yet but we can add a note and say, you know, today's date which is 30th of November here in Australia and we will say, you know, we'll say received praise. Sorry can't spell praise on objection, Handling process save and there's the note there. So you can also edit to make more notes. So say it's the next day. I apologize. I know that I'm writing my dates backwards to all of you who are not in Australia, again can't spell. So I do apologize. I am writing 1st of December, not 12th of January and not the 11th of the 30th. Bear with me. So you know, 1st of December they can say need to improve complaint handling process. And there we have our note updated. Alright so the next thing I want to move over into is tasks. So if we just click on tasks staying in Cohen scorecard here we've got quite a few tasks here which are already in there. So as you can see they are part of our mentoring program. They need to call a few people, close the deal, overcome injection and both you as an admin and also the player can go in and change the status of these tasks at any time. So, as we saw, he overcame the objection today. So we can go into edit and we can change status to done, and that now moves over into completed. So to add a new task, super easy, just click on Add Task at the top and type in the name complete complaint handling 101 unit. Add in a due date, give them some time. It's a new one. You can color code it. So if it's training, for example, you might have a particular color for training, or if it's calls, you might have a particular color for calls. And then click on Create Task. And here it is here. So, as you can see, I've got a training one up here and it's training one down here. So they're both the same color that I have manually assigned and it's new. So next time Colin comes in, he'll be able to check his task list, see he's got a new task there, and handle that accordingly. So the last thing I want to show you in the coaching toolkit today is the scorecards. So this is essentially this page here, and it's an overview of where everyone is sitting in regards to their Spinify points. So you can see where they're progressing, how they're progressing on their leaderboards, how many badges they've got, what tier they're in, and those tiers are determined by the amount of points they have in Spinify. So, as you can see, Colin's our leader at the moment and is in the lion tier, and you can see how many points he's got left to go to draft. So he's not too far off given how many points he has. So he will probably hit that tier in the next week or two. And this just gives you a good idea of who your top performers are as well as who your bottom performers are, so that you can see exactly who you need to give attention to and how much attention they require. So someone like Colin, who's obviously gone bursting through the gates and is doing this amazing job, you continue to nurture, continue to praise, keep them on that track and just kind of keep an eye on that to make sure he's not slipping back, whereas someone like Piper down here. Now, this could be because they are new to the company or, you know, they may just be trailing behind. So that's a good opportunity for you to click into them, get a bit of a gauge on how they're going in each of their competitions, have a look at where they're tracking on performance grids, and also you can set up notes tasks, check out their badges and kind of see what needs to be done to improve their performance. And if needed you can also manually adjust their points over here as well. So you know, for example, they did some manual tasks isn't currently being tracked in spinify and it's happened before you set up a tracking for it, before you set up a leaderboard associated with that task. You can go in and assign points, you know, as an admin. So give him an extra 100 points, pop in a little description and adjust the points, adjust the points accordingly. So that's now updated. So the time has come for me to show you our two new amazing features in my spinify. So I'm going to start off with competition grading. So in your my Spinify account, you just want to come over here to the reports icon. We've got our competitions results and you can see that the competitions each have a grade next to them. So I've got a bunch of A's here. That means that my team have obviously been tracking very well and if it's anything other than an A, then you probably know that that particular competition didn't run as smoothly as it could have. So in that case you want to go through and just kind of make sure that the KPIs or the metrics that you've put against that particular competition is still relevant or maybe could be changed up a little bit to make a bit more appropriate to what your team can achieve. There's obviously something that's not working there and in that case that could be a good chance for you to build an experiment in spinify and run one of those to see what you can change up and whether those change ups will work moving forward. So that's made up of the distribution of scores between your top five participants, how many players hit the target and if the score increased from the last time the competition ran. So there's a couple of factors that go into that grading system. So that way you know that if you don't have an A or if you have a result that's not as desirable to you, you can go back and check, you know, previous competitions that ran of that same competition or previous occurrences and see what needs to be changed up and maybe run a bit of a trial or an experiment on what you know, needs to be changed or what those changes will be before you implement them permanently. Moving forward. And last but not least, we have a brand new feature which is our Salesforce Reports auto provisioning. So this is particularly useful if you have a Salesforce Reports integration, and it essentially allows you to manage your users directly through Salesforce rather than between Salesforce and Spinify. So we'll start off in Salesforce and we want to be in Reports. So the best way is to do it through Classic. It's generally just a lot easier. So click on new Salesforce Report Classic. Now, this particular one is a administrative report. So open up Administrative Reports, click on Users, and then click Create. So there's a couple of fields that you do need and a few that you can get rid of. So we can just remove all columns. It's probably just easy for me to start from fresh and a couple of things that I will just get you to take note of. So you want your view to be all users and you want to make sure that the report is in tabular format. So this is super important in order for it to work appropriately or correctly. So there's a few fields we need to add in. So first off, first name and we just drag and drop them. Last name, we've got email, user id. And last but not least, we also want Time Zone. This just makes sure that it is correct to whatever time zone you are working in in both Salesforce and Spinify. And then we can save at the top. So let's call it Users Spinify. Now this is a super, super, super important step. You need to save it to your Spinify Reports folder. If it's not saved in a folder called Spinify Reports, it won't integrate properly. So if you don't already have a Spinify Reports folder set up, go and do that and then come back and save your report. So we'll save. And there we have it. Super easy, super as simple as that of setting up the report. So now comes the Spinify sides of things. So, okay, so the first thing you want to do now that you're in my spinify is to go into your user menu and settings and you just want to make sure that your Salesforce Reports integration is already set up. So just go down to Salesforce Reports title. Mine is, it says Actions. If it's not, it will say connect and then it will take you through to this page where you can set up your connection. All right, so mine's all good to go. So we can go over here to users. Click on these vertical dots and user provisioning, create provision. So Salesforce Report data, you've got the connection there and here you want the. You select the report your users are associated with. So mine was User Spinify, the one that we've just set up. So just click on there, create provision, and there it is. Easy as that. So now, anytime you add, remove or edit a user in your Salesforce instance, it will automatically update on that report and then reflect in your Spinify. So that will go through straight away as soon as it's created and then it will update every 24 hours thereafter. So nice and easy and an awesome way for you to track and moderate your users in across your Spinify reports and Salesforce. Sorry. Across your Salesforce reports and Spinify instances. Thanks everyone for joining today. We really appreciate you being here. If you're a current Spinify user, reach out and let us know how you are or are planning to use Spinify's coaching tools. And if you're new here, jump over to spinify.com for your free personalized product tour. Our next webinar will be coming up in a couple of weeks, so keep an eye on your inbox for the details. And we've got some really exciting stuff coming up in December that I can't wait to show you, so keep an eye out and save the date once that comes through and I'll see you next time.