What I Cover - The Big Eleven

What makes up a good sales compensation plan? I leave nothing to chance and address each of the following components to ensure your plan fits your needs precisely:

1. Market Benchmarking: I analyze market data for comparable roles to ensure you are paying the right amount to attract the right sales talent.
   
   
2. Break-Even Analysis: I run the numbers to ensure your sales compensation plan is cost-effective and affordable. It's a win-win!
   
   
3. Leverage: I determine the ratio of salary to variable pay that best matches your selling environment.
   
   
4. Measure Definition: I identify the metrics – units or revenue or margin, etc. – that will best align salespeople with your business objectives. This may include individual and team measures.
   
   
5. Payout Formulae: I develop the arithmetic to convert performance into compensation payments. This could be straight or tiered commissions, performance versus quota or other techniques and combinations.
   
   
6. Overachievement Payouts: I define an attractive but cost-effective bonus structure to reward your top achievers.
   
   
7. Underachievement Penalties: I establish clear performance standards and define whether and how poor performance will impact earning potential.
   
   
8. Qualitative Bonus Structures: I identify opportunities for bonuses related to non-revenue accomplishments.
   
   
9. Payment Event: I determine the event that should trigger a compensation payment, such as contract signing or invoicing.
   
   
10. Payment Frequency: I identify the payment frequency which is best suited to your selling environment. This might be weekly, monthly, quarterly or annually.
    
    
11. New Hire Programs: I create a program to help new salespeople transition seamlessly into their new roles.