1

StepSmart Fitness
SUBMITTED BY:
GROUP 7
PGP09187 G ANIL KUMAR
PGP09209 NEHA KHEDHKAR
PGP09197 KRISHNAKANT MAHESHWARI
PGP09231 SANKALP TIGGA
PGP09189 HRANGBUNG DARTHANG ANAL

PGP09227 SAGAR RATHEE

PGP09238 SHUBHAM DIVYANSHU

This study source was downloaded by 100000832700646 from CourseHero.com on 07-29-2022 08:12:30 GMT -05:00
 Background 2

5 C’s
 Company – StepSmart Fitness is a company that manufacturing
equipment for exercise. It is situated in the U.S. acquiring 18%
share of total estimated industry’s sales revenue of $3.5 billion in
2011 and the total sales are calculated to be $630 million.  The
company’s market share in this segment was 17%
 Customer – Retail sector, Private and Institutional sector,
Commercial sector
 Context – performance of the sales force
 Collaborator – No colloboraters
 Competitor – No competitors

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 Problem status 3

StepSmart Fitness was having issues with the performance of the

sales force. Even though the sales force was putting effort in
increasing sales, they were unable to give 100% to the company

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 Alternatives 4

1. Placing insignificant performers over a period of probation

2. Training low key performers
3. Hire more members to the salesforce according to the territories

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 Evaluation of alternatives 5

1. Putting the employees, who perform low due to disturbances in

their personal life, over probation period will be both a warning
and a sign that the company does not actually care for their well
being and the further decision on their retention is based on the
improvement of their number of sales.
2. Giving opportunities to sales force that bring less number of sales
and incentives according to their performance could lead us to
evaluate them on further decision to terminate them or to retain.
3. Hiring increases the productivity by large sales team and more
manageable territories for each salesperson which allows them to
focus more on fewer no. of accounts, instead of trying to balance
too many.

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 Performance of Sales 6

Representatives
Daniel Ellis (good performer/Well Sophia Barrow (needs training)-CT Sam Hammond (Too
respected)-Boston suburbs • Has been resistant to training but complacent)-City of Boston
 Old age is only current concern may be open to training from a
manager she respects • Territory size is very
 we cannot give him more manageable, but will not
• Busy home life cannot cover give him more ground to
ground to cover given age and anymore ground than already
should be on look out for his covers cover considering the city Walter Avery
retirement is very dense
• Overall a capable/knoweledge rep (territory too large)
 clients love him and he knows • Too focussed on existing
• Will mandate a raise in • Seems to perform
the product well. call/accounts
and not new clients well and is liked by
clients

Grant foster (family issues)-NH MAtt Gibbons (Ethical Issues)- Lucia concetta (Maternity • Territory is far too
Eastern MA and RI leave and territory too large to cover
• Cannot be granted lenience
regardless of home problems • Misaligned work ehtics and efforts larger) • Realign his territory
but knows the product and has the and closely watch to
• Has third largest territory and capabilities • Cannot cover her entire
see his numbers
fairly spread out BPI that is region due to family
• His sales numbers are not a improve
hard to cover restraints-need to realign
reflection of effort given that his
territory is smaller and has growth
her territory into less • Not fairly
• His territory will be made potential ground compensated for
smaller and he will expected work ethics
• Needs to be handled delicately but • Overall good performance
to fully penetrate the smaller
will on be on close watch-no jump of the product.
area on probation or salary cuts.
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 Recommendation 7

 Refrain from termination and increase the size of sales team

which allows them to be more focused on fewer accounts which
should aid in generating higher quality sales
 Spreading accounts equally among the sales reps will lead to a
much more manageable sales position, which will keep each
sales reps from getting to overwhelmed and burnt out, ultimately
leading to more sales productivity

This study source was downloaded by 100000832700646 from CourseHero.com on 07-29-2022 08:12:30 GMT -05:00
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