If you’re managing a sales team, you’ve probably run into “scorecard fatigue”—those dashboards that look great in meetings but don’t move the needle in real life. Maybe you’re new to Leveleleven, or maybe you’re stuck with generic metrics that nobody looks at. Either way, if you want scorecards that actually help reps improve (and don’t just check a box for leadership), this guide is for you.
Below, I’ll walk you through building personalized scorecards in Leveleleven—step by step. You’ll get honest advice about what works, what’s a waste of time, and how to avoid making yet another spreadsheet nobody uses.
Why Personalized Scorecards Beat the Usual Dashboards
Let’s start with the obvious: most sales dashboards are too generic. They track what the VP of Sales cares about, not what actually helps reps hit their number.
Personalized scorecards are different. They:
- Focus on metrics each rep can control
- Make it clear what “good” looks like for that person
- Help managers coach, not just monitor
But—and it’s a big but—scorecards only work if they’re simple, visible, and actually used in 1:1s. If you overcomplicate it, you’ll end up with the same old dashboard nobody checks.
Step 1: Get Your Data House in Order
Before you even touch Leveleleven, make sure your sales data is clean, consistent, and available in your CRM. Garbage in, garbage out. If reps aren’t logging calls, or if “opportunity stages” mean different things to different people, fix that first.
Checklist: - Do reps log activities (calls, emails, meetings) in the CRM every time? - Are opportunity stages, lead statuses, and other fields standardized? - Does your CRM actually sync right with Leveleleven?
Pro tip: If you’re not sure, spot-check a few records or ask a rep to walk you through their workflow. Don’t assume.
Step 2: Define What Really Matters (and Ditch the Rest)
This is where most teams go wrong. It’s tempting to track everything, but the best scorecards focus on 3-5 key activities or results per rep. Any more and it’s just noise.
What to include: - Activities that drive pipeline (calls, meetings, demos) - Key outcomes (qualified opportunities, closed deals) - Maybe 1-2 “leading indicators” (e.g., new contacts added, proposals sent)
What to skip: - Vanity metrics (“emails sent” doesn’t matter if they’re all ignored) - Anything you’re not prepared to coach on - Data that’s spotty or unreliable
Reality check: If you can’t explain why a metric matters in one sentence, leave it off.
Step 3: Map Metrics to Individuals or Roles
Not every rep does the same job. If you’ve got SDRs, AEs, and account managers all lumped together, split them out now.
In Leveleleven, you can assign different scorecards by: - Role (e.g., SDR vs. AE) - Region or team - Individual rep (if you’re feeling brave)
How personalized is too personalized?
If every scorecard is custom, you’ll drown in admin. Start by role, and tweak for individuals only when it’s truly needed (like ramping up new hires).
Step 4: Set Up Your Scorecards in Leveleleven
Now you’re ready to actually build scorecards in Leveleleven. Here’s the no-nonsense process:
- Navigate to Scorecard Setup
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In Leveleleven, find the Scorecard or Metrics section (the UI changes sometimes, but it’s usually front and center).
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Choose Your Audience
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Pick the role/team/individual you want to set a scorecard for. Don’t cram everyone into one template.
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Select Metrics
- Add the 3-5 metrics you landed on earlier.
- Connect each to the right CRM field and activity/object.
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Set clear targets—daily, weekly, or monthly. Don’t just guess; look at historical data for what “good” looks like.
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Weight the Metrics (if you must)
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Leveleleven lets you assign weights to each metric. Some teams love this, but honestly, it’s easy to overthink. If in doubt, keep it simple: everything equal, or just highlight one that truly matters.
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Name It Clearly
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“SDR Scorecard – North America” is better than “Default Q2 Metrics.” Make it obvious who this is for.
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Preview and Save
- Double-check the logic and targets—typos are more common than you think.
- Save and assign.
Pro tip: Test with a small group first. No need to blow up everyone’s dashboards on day one.
Step 5: Roll Out (Without the Eye Rolls)
Launching new scorecards is where most teams lose steam. Here’s how to keep it from becoming “just another dashboard”:
- Explain the why. Tell reps what’s in it for them. (“These targets are what top performers hit—not just what HQ wants to see.”)
- Show, don’t tell. Demo the scorecard in a team meeting. Click around. Show how it updates in real-time.
- Make it part of 1:1s. The scorecard should drive your coaching, not just fill up your inbox with reports.
What not to do: - Don’t just email out a PDF and hope people care. - Don’t treat it as “gotcha” surveillance. If reps feel policed, they’ll find ways to game the system.
Step 6: Review and Adjust—Religiously
No scorecard survives first contact with the sales floor. Watch how people use them for a few weeks, then tweak:
- Are reps hitting some targets and ignoring others?
- Is something consistently “red” because the target’s unrealistic?
- Did you pick a metric nobody cares about? (If so, drop it.)
Pro tip: Ask reps what they find useful. If they can’t remember what’s on their scorecard, it’s too complicated.
Common Mistakes (and How to Dodge Them)
- Too many metrics: More isn’t better. It’s just more.
- Tracking what you can, not what you should: Just because you can measure it doesn’t mean it’s worth your attention.
- Never updating targets: If the market changes, so should your scorecard.
- Ignoring rep input: If you don’t get frontline feedback, you’ll end up with “management’s scorecard”—which is code for “ignored.”
What Actually Works (and What Doesn’t)
Works: - Simple, focused scorecards (3-5 metrics max) - Metrics that tie directly to winning more deals - Making the scorecard the centerpiece of coaching
Doesn’t: - Overly complex weighting or formulas nobody understands - Tracking “busywork” activities - Rolling out to everyone before piloting
Keep It Simple, Iterate Often
Scorecards aren’t set-and-forget. The best teams check in every quarter—what’s working, what’s ignored, what needs to change. Start simple, focus on what helps your team sell more (not just look busy), and don’t be afraid to ditch what isn’t working.
Bottom line: A good scorecard in Leveleleven should make life easier for your reps, not harder. Keep it tight, keep it relevant, and you’ll actually see results—no hype, just progress.