Sales Compensation is probably the clearest thing to “pay for performance” in Total Rewards. Sales Compensation regularly establishes pay programs that incentivize actions that are intimately aligned with organizational objectives. How much of sales compensation effectiveness is based on how the compensation team is structured? The broader and more dispersed the decision-making process is, the lesser the likelihood of unified and coherent performance management and incentive design outcomes, much less, optimal organizational results. Nearly all companies struggle with fragmented processes and incongruent execution with downstream aspects of the sales compensation process. Whether in budget setting, job architecture, target allocation, territory assignment, incentive design, performance tracking, crediting, plan documentation, calculations, and ultimately pay disbursement, it’s rare that all of those pieces are aligned. This session will cover sales compensation best practices, evaluation tools, and guidance for organizational change to deliver heightened alignment.
 

Key Takeaways:

• Walk away with sales compensation best practices to deliver optimal organizational outcomes
• Gain the tools to appraise and evaluate their sales compensation organization for success
• Understand the key components that impact sales incentive program effectiveness