A compensation architecture balances standards with flexibility
Global organizations need structure. Local businesses need to focus their sales team on local priorities. How can these apparently conflicting needs be balanced?
Visual Analytics shine a spotlight on issues and opportunities in your plans
While this slide show doesn’t talk, we think the graphics all but sing. Have a look at some great ideas for visually depicting key aspects of your plans and their health.
The cost of sales compensation vs. productivity over time
Over time, sales people should see their earnings increase with the labor market while their productivity increases at a faster rate, resulting in a reduced compensation cost as a percent of sales.
How do we establish the right pay mix (fixed/variable)?
To establish pay mix for a sales role, the primary consideration is role prominence. As you increase the base pay, you lose motivation; as you increase variable pay, you lose control. How do you find the right balance? (Talking Slide Show, 10:37, 5 slides)
Who should be involved in designing your sales compensation plans?
To design great plans, and ensure good buy-in, we suggest you include a Steering Committee, a Design Team, and a Technology Team. If you are changing your plans much, a Challenge Team is a good idea too. (Talking Slide Show, 3:52, 3 slides)