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Ten Success Factors for Better Quotas: Part 2

Your Sales Compensation Report Card

Differentiating Top Performers Part 2: Upside and Downside

The Six Dimensions of Sales Roles

Sales Compensation ROI: Not Just Your CFO’s Calculation

Return on investment (ROI) pertains only to financial transactions such as acquisitions or product purchases, right?

The Sales Compensation Diamond: Part I

What happens when the sales leadership team takes a hard look at its sales compensation plan? Do they talk with their calculators? Is a spreadsheet the primary conversation piece? Think about what happens at meetings about sales strategy or sales roles and the question of sales compensation comes up. People start talking about whether the commission rate should be increased or decreased. Comments like, “Let’s put an accelerator in place to drive performance. Maybe we need to uncap the plan, or add a threshold for the low performers,” fly through the room.

Setting Your C-Level Goals

As sales executives determine priorities for their business related to sales compensation, they need to set their C-level goals. These will define the major priorities for the organization that will be converted to the sales compensation plan. Those priorities provide clarity for how they will design the plan and the behaviors the plan’s going to drive in the organization. Once set, the C-level goals will force answers to the key questions that will lead to the program’s success.

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