Find the gap. Then close it.
See where each rep is short.
The talent map marks every person strong, some or none across the behaviours and the skills the role needs. Orange is where to focus. That is your gap, named.
| Your team | Curiosity | Coachability | Communication | Grit |
|---|---|---|---|---|
| Aisha K. | Strong | Some | Strong | Some |
| Tom R. | Some | Strong | Some | Strong |
| Priya S. | Strong | Strong | Strong | Some |
| Marco B. | None | None | Some | Strong |
| Lena F. | Strong | Strong | Strong | Some |
| Jordan P. | Some | None | Strong | Strong |
| Strong cover | 3 of 6 | 3 of 6 | 4 of 6 | 3 of 6 |
4 of 6 reps strong. Lean on it, and use them to coach the rest.
Only 3 of 6 strong. The clearest place to put enablement next.
No single points of failure here. Strong cover is spread across the team.
A coaching plan, with the evidence.
Each gap comes with what to coach and the exact moment that proves it. Walk into the session with the plan already written.
Tom is your grittiest rep and acts on feedback fast. But discovery is shallow, he pitches before he diagnoses. Fix that and his close rate moves.
Strong communicator, quick on her feet, lighter on grit. Worth probing how she handles a bad stretch before you make an offer.
Bespoke training plans.
Next, meritt turns each gap into a training plan built around the person, not a generic course everyone sits through. A few weeks of focused work, then a re-assessment to prove it closed.
- Week 1The three-why drill.
Watch the method, then run it on five live calls. No pitch until you have asked why, three layers deep.
- Week 2Pain before pitch.
Role-play a discovery call, then have a real one reviewed against the rubric.
- Week 3Self-score.
Score your next five calls on the discovery scorecard. See the pattern for yourself.
- Week 4Re-assess.
meritt re-reads your discovery. Watch it move from some to strong.
Assess, monitor, certify.
Managers, coaches and leaders assess their reps, track them over time, and certify when they hit the bar. meritt issues a credential the rep can post to LinkedIn, proof of the behaviours and the skills, verified by you.
Read where each rep is, strong, some or none, on the behaviours and the skills the role needs.
Track them over time. Re-assess and watch the reads move as they develop.
When a rep hits the bar, issue a credential they can post straight to LinkedIn. Verified by you.
VerifiedFrequently asked.
How does meritt help me upskill my sales team?
Every assessment shows exactly where each rep is short, per behaviour and per skill, on a talent map. meritt turns that read into a coaching plan with the evidence, so you close the gap instead of guessing at it.
Do you give scores?
No scores. Every rep is marked strong, some or none on each behaviour and skill, each backed by the exact moment that proves it. It is a development tool, not a ranking.
What are bespoke training plans?
Coming soon. meritt will turn each gap into a training plan built around the person, not a generic course everyone sits through, then re-assess to prove it closed.
Can I re-assess someone after coaching?
Yes. Re-run the assessment to see the gap close on the talent map and prove the coaching worked.
Assess your team.
Every assessment surfaces the gaps to close, on the same talent map.
See our tests