Salesforce Effectiveness is important with any reward strategy, including a range of methodologies and tools which encompass every type of sales activity and strategy
From channel selection through to process design and Salesforce deployment. A key component for employee rewards is of course the motivation of this critical workforce, achieved by deploying sound pay structures and equitable but challenging sales incentives plans.
Our expertise covers:
Sales Compensation Design
Development of the most effective staff performance plan design for each sales role taking on board sales strategy, target pay, salary/incentive mix, upside earnings potential, performance measures, and pay mechanics.
Sales Compensation Performance Assessment
Evaluating the performance of your plan across all roles and incumbents, using essential sales compensation metrics including pay and performance relationships, cost of sales, composition of pay, upside earnings and return, and distribution of performance.
Sales Compensation Program Cost Modeling
Determining compensation plan costs under various staff performance scenarios to ensure that the new plan drives performance to the reward strategy and differentiates top performers within cost of sales parameters.
Sales compensation is the connection between the sales strategy and sales performance. Designed effectively, the plan motivates performance to the plan in a cost effective manner. Designed or implemented poorly, the sales compensation plan can pop like a circuit breaker, resulting in miscommunication, under performance, and turnover. The sales compensation plan should be evaluated and designed according to a clear set of principles that incorporate:
What are the most important factors to emphasise in the plan for each sales role? Which should be paid for versus managed to?
What is the right pay level for each role? When should we match market pay and when should we take a different approach?
Salary and Incentive Relationships
What is the proper proportion between base salary and target incentive? How should this mix vary and what job and sales process characteristics affect that mix?