How do we reward salespeople for strategic sales activities?
If the comp plan focuses exclusively on immediate results, making progress for the long run may not seem very important to the salespeople. To focus sales activity on strategic effort…
Our sales managers would like the flexibility to design a comp plan that rewards for different results in different quarters, but based on numbers.
This type of component puts the ability to very directly manage pay, including potentially managing upside, in the hands of sales management. The availability of this sort of management discretion to directly design incentive components and determine payout amounts generally results in widespread direct management of pay levels and a decoupling of payout amounts from market value and productivity.