Most HR departments are highly proficient at market pricing standard roles. However, when those same “best practices” are applied to sales compensation, they often lead to plans that fail to attract top talent…
Should we be using our standard annual merit pay adjustment process with our sales team’s base salaries, or should we just expect them to earn their own raise through increased sales?
We need to offer a more meaningful incentive, but our base pay levels are too high. How do we make the transition?
If you’re going to have base pay, manage it, varying base pay levels to differentiate among people based on value-creating attributes that don’t change year over year.
Target Total Compensation (TTC) is the amount of pay that a role (not a person) is expected to earn at 100% of expected performance. This number is absolutely essential to developing sound compensation plans. Without it you will not know who is doing better than expected and who is doing worse. Compared to what?