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How do we keep high producers motivated when their goals keep going up each quarter/year?
The problem occurs when stellar performance this year results in a very high quota next year (calculated as a percent increase over this year’s results), and so a significant risk that the new higher quota will not be attained next year.
What kind of plan is best when there is a lot of account movement between reps
A lot of account movement between reps may point to opportunities to improve sales effectiveness that have nothing to do with compensation design, like…
How should plans for telesales and renewal-business-only reps differ from standard direct rep plans?
Telesales generally comes in two big categories: inbound and outbound. Inbound reps are responding appropriately to the calls that come in, generally triggered by marketing of some kind (ads, promotions, etc.). Outbound reps target prospects and initiate contact themselves.
Our business unit is a rollup of formerly independent companies. How do we align our plans?
We call these the bring-your-whistle engagements because we often find ourselves in the role of referee among confident, successful leaders who are all quite sure they have the right approach, who have plenty of anecdotal “evidence” that it works, and who don’t agree among themselves.
Flexible objectives in a sales compensation plan
It is occasionally necessary to base sales incentives on behavior- or activity-based objectives. This is recommended only for sales people with very long sales cycles for whom effort and success in the current year will not yield financial results in that same year…
Is the new CSCP designation from WorldatWork “worth it”?
WorldatWork has recently announced a new Certified Sales Compensation Professional designation, which two of us now hold. Several people have asked recently why we did it, whether or not they should consider it, and how best to prepare.
Tips for an incentive plan for lead generation roles
In some businesses the job of identifying qualified interested prospects is done by an inside lead generation role. When considering incentive compensation arrangements for these roles, these tips may be helpful…
Tips for an inside sales outbound call center comp plan
Many outbound call center roles depend on significant incentive compensation to maintain focus and reward appropriately, meaning the mix between fixed (base) and variable (commission) pay will be relatively more variable, even than many other sales roles.
How to pay for vacation for a 100% commission sales role
Sales people on 100% commission plans need vacation time too. How does the idea of “paid vacation” work in a 100% commission job?
How is the economic uncertainty affecting pay mix?
Start by thinking about sales prominence. Has it changed? Do the sales people have more control over their own success, or less?