Blogs

Aligning Sales Performance to Sales Strategy

The sales compensation plan is one of the most significant drivers of performance in the sales organization and represents one of the single largest expenses a company will incur, commonly tens or hundreds of millions of dollars. It’s a thin line that connects corporate growth and the rep on the street. It guides and motivates the actions of the sales organization more than any other single factor, trumping leadership messages, sales strategies, sales management, and sales training.

 

It Takes Two: People and Performance Analytics for Sales Compensation

Sales compensation dashboards are common, but they usually only tell half the story.

There are actually two sides to your dashboard that lead to growth: productivity metrics and people metrics. Looking at only one side will only give you half the picture.

SPM and The Revenue Roadmap

All sales organizations are unique; but there are a few principles that apply no matter what you’re selling and who’s selling it. The Revenue Roadmap, below, identifies four major layers and 16 related disciplines that must connect for the organization to grow profitably.

10 Ten Success Factors for Quotas Part 2

This is the second in a two-part series of Ten Success Factors for Better Quotas. Click here for Part I.

 

10 Success Factors for Quotas Part 1

So what makes good quota-setting so challenging? We see 10 issues that make a difference when setting quotas. Knowing the causes and leveraging these success factors could help you set clear quotas for your organization.

 

1. See Beyond a Single Number. When executives design a good sales compensation plan, the team steps back and admires the final product. To the design team, it’s not a comp plan, it’s a sales compensation program.

Aligning Team and Financials in Sales Compensation

Several weeks ago I wrote about the Sales Compensation Diamond, a best practice sales compensation design process, and the first parts of the process: Framing the Plan; and Linking Pay & Performance. This week I’ll write about the final steps: Aligning Team & Financials, and Operating for Results.

 

How Do You Link Pay & Performance?

Several weeks ago I wrote about the Sales Compensation Diamond, a best practice sales compensation design process, and the first part of the process: Framing the Plan. This week I want to look at the second step: Linking Pay & Performance.

 

Once you have set Target Pay, Pay Mix, Upside Potential and Performance Thresholds (the framework of the plan), it’s time to link those pay mechanism to action.

Differentiating Top Performers: The Reverse Robin Hood

This is a continuation of our blog series, Designing Your 2018 Sales Compensation Plan.

The Importance of Differentiating Top Performers

This is a continuation of our blog series, Designing Your 2018 Sales Compensation Plan.

The Sales Compensation Diamond Part I: Framing the Plan

This is a continuation of our blog series, Designing Your 2018 Sales Compensation Plan.

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