Key account managers (KAMs) are the new face of pharma sales. Whether meeting with hospital administrators, managed care operators, private payers or supporting regionally-based accounts, KAMs build relationships.
Trends in Measuring and Rewarding KAM Team Performance provides a unique view of KAM teamwork situations, performance measurements, incentive schemes and the value of great KAM team autonomy in terms of time and revenue. Covering three key areas, the study also offers surprising insights into KAMs’ views on qualitative versus quantitative measures and how pharma can tweak the process to deliver higher performance. The report is based on the findings of a quantitative survey with 80 KAMs who all work for companies among the top 100 pharma companies in the US, UK, France, Italy and Spain.
Measuring performance has always been critical to assessing the success of those relationships. And key to that process is discovering the value KAMs place on qualitative and quantitative measures and incentive schemes. What do they see as the most potent performance measures, particularly to internal stakeholders? And how can pharma not only make such measures effective and fair, but improve the whole performance review environment for KAMs? Trends in Measuring and Rewarding KAM Team Performance answers these questions and more.
![]() | Interviewing methodology Data were collected via a 10-minuteInternet-based questionnaire | ![]() | Sample distribution A total of 80 key account managers who work in top 100 pharmaceutical companies from the US and Europe participated in this study. | |
![]() | Field dates September 25th, 2014 – October 24, 2014 | ![]() | Significant differences Significant differences between US and EU at 95% confidence interval are noted by a grey ellipse | |
![]() | Screening criteria Respondents were screened to ensure:
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