Manager worksheet
Start with the exact call lines. Explain what happened, rank only the fixes those lines support, then coach the first one. The score comes later as context.
Use the free worksheetA repeatable review
Pull the exact line and timestamp before explaining what happened. That gives the rep a moment both of you can inspect instead of a general note they have to decode.
Put the biggest fix first and keep the next two visible. Every fix gets its own line and timestamp. If a note cannot point back to the call, it does not belong on the list.
Name one strength to keep, then turn the main coaching need into language the rep can say aloud and a short drill they can repeat. Leave the other skills to develop in view so the next coaching decision is already clear.
Rate only behavior the call gave you a fair chance to hear. At the next review, look for the main coaching need on a live call. If it shows up, move down the list. If it does not, change the practice instead of chasing the number.
Feedback such as "be more consultative" leaves the rep to guess which moment the manager means and what to do differently. The exact words from the call narrow the discussion. They separate what was said from the manager's interpretation and make the next behavior easier to rehearse.
Use the call coaching worksheet to choose what to work on first from one call. Use the 30-day plan to work down that list with practice, application, and follow-up.
Turn this call review into a 30-day coaching plan.
The worksheet average is only a manual summary of the rows you rated. It is not a RepVolt call score, and it should not replace deal context or manager judgment. For an automated review scored for your role, see how RepVolt approaches sales call scoring.
Include the call context, up to three areas to improve with an exact transcript line and timestamp for each one, what happened, why it matters, one strength, a replacement line and practice for the main coaching need, a score for context, and a follow-up observation.
Define what each rating means, score observable behavior instead of deal outcome, and use N/A when a skill did not appear. For calibration, have two reviewers score the same excerpt, compare the evidence behind each rating, and resolve differences before using score trends.
Either can start it. A manager can pull the evidence before a coaching session, while a rep can use the same sheet for self-review. Compare both, agree on the order of the fixes, start with the first one, then work down the list.
Use N/A when the call did not create a fair chance to observe the skill. For example, do not penalize objection handling when the buyer never raised an objection. N/A keeps the worksheet average tied to behavior that was actually present.