Sales compensation is the combination of salary, bonuses, commissions, and other types of payments that drive salespeople to work to increase sales and achieve company goals by giving them an incentive for their performance.
Sales compensation can be an important part of a company's strategy because it helps determine the effectiveness of salespeople in reaching their goals and increasing sales.
Sales compensation is a type of financial reward a salesperson earns for their work. It can include base salary, commission, and other monetary incentives to motivate the sales representative to perform well.
Sales compensation helps to guide sales representatives towards specific goals that will help increase the company's profits. In short, sales compensation is often a form of reward that encourages motivation and improves employee satisfaction.
Sales compensation is an important part of sales management. When properly designed and executed, sales compensation plans give the sales team in your organization a clear vision of the goals you want your sales reps to achieve and rewards for achieving them. Compensation is not just about pay—it's about creating an effective program that motivates employees to perform well.
A sales compensation plan is a sales strategy that earns a company more revenue from its customers. It includes detailed information about the salesperson’s pay structure, such as their base salary, commission, incentives, and benefits.
The purpose of a sales compensation plan is to encourage specific sales rep behaviors and communicate expectations and criteria for the compensation of sales team members.
A good sales compensation plan:
The most common types of sales compensation plans are:
Forget the hassle of calculating comissions for your sales teams with Compass. Manage and automate sales comission programs easily, from launching to calculating and disbursing incentives.
Sales compensation management (SCM) is the process of setting the right compensation packages for sales employees and ensuring the financial rewards are significant enough to achieve business goals.
SCM policies need to be designed with the primary objectives, such as creating alignment between what you pay individuals and their performance, providing appropriate incentives to salespeople with great potential, and motivating teams by sharing rewards.
Here is a step by step process to create a sales compensation plan:
Step 1. Determine the goal of your compensation plan: Determine what you're trying to accomplish with it. Make sure it serves a clear purpose for your organization.
Step 2. Research industry trends and best practices: You may find inspiration and ideas for improving your program by looking at others' plans and seeing how they work in practice.
Step 3. Determine your budget: The amount of money available for rewarding employees will be a significant factor in determining how much money can be spent on each employee and what kind of rewards they can receive.
Step 5. Define the roles of each position in the sales process: Determine which job roles will receive compensation based on their performance and how much.
Step 6. Decide what type of compensation plan would work best: With those roles broken down and different levels designated, choose a compensation plan. Here are a few to choose from:
Step 7. Define performance metrics: For a sales compensation plan to work effectively, it needs to clearly measure performance against some standard or goal. This could be net new business won each quarter or average dollars per sale over the last six months (or last year).
Step 8. Set expectations for each position: Set realistic goals for each role and measure them over time to see if they're working as expected or if adjustments need to be made to improve the plan.
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
Tips for creating an effective sales compensation plan: