compensation plan that is not well aligned to
corporate objectives is not defensible because,
the first use of a sales comp plan is for the
manager, one on one, to show their people (reps)
how they can use it to make money.
We work across all the Functional areas involved
in compensation planning from Finance to HR.
We can help to tap into the internal knowledge
and ideas your team has, as well partner with
your team and build consensus across the enterprise
to break down the functional differences of
opinions that often arise when compensation
is under discussion. Our approach is straightforward;
the result is a game changer.
Align incentives to business objectives
and corporate goals
are a tactical tool
Sales compensation impacts people two
their overall selling behavior
Can direct one selling behavior over another
Complexity keeps Sales and Business Development
folks out of the "field" ; spending
time interacting with customers
Drive Revenue, Revenue, and more Revenue
- Profitable Revenue
Assess last year's plan-there are a myriad of
things we look for in assessing your plan. That
course is charted once we have a good understanding
of your business model and your objectives.
The following are a set of factors we generally
will look at: what were the objectives or emphasis,
what worked, what didn't work, sales goals vs.
financial performance, benchmarking, performance
vs. actual compensation analysis, revenue goals
vs. profitability, distribution of sales force
to performance, actual revenues, Year-over-year
Growth, , Spend vs. Financial Performance, if
there are multiple plans are the costs of this
granularity beneficial to the company, long
term contracts, new business vs. annuity business,
potential for cross selling the company product
or service portfolio... We must understand how
your sales goads or quotas are set. Finally,
we need to understand the financial envelope
for sales compensation so we understand how
much you want to target in this area.
Elements for consideration:
We work across and with all the Functional areas
involved in compensation planning form Finance
and pay lines competitive?
Plan recognize the business and contracts that
incorporate a few vital elements to drive priorities?
drive business you would not get otherwise?
activity be measured?
meet /Pay for Performance Philosophy?
provide the foundation for "go-in"
sufficient management flexibility built in?