An essential part of each sales compensation plan is the territory allocation analysed in this white paper https://comp4sales.com/product/white-paper-territory-allocation-and-the-link-to-sales-incentives-programs/, and the quota distribution.
We have published a new paper https://comp4sales.com/product/white-paper-quota-distribution-and-how-it-affects-sales-compensation-programs/, deep diving into the idea of setting targets to the sales force.
Just having the greatest terms and condition in a program does not complete it without considering the revenues a territory can bring and its potential. An additional factor to consider is the capabilities of the sales person responsible for the region.
Below the introduction of our new white paper:
“Every time the end of the financial year rolls around, budget discussions become commonplace. The sales for the current year are almost done, and sales people are in a hurry to close opportunities in their pipeline. Everyone expects to have bigger targets for the next year.
Targets (interchangeably called quotas) are the standard by which sales people are appraised. How much of the target a sales person achieves is part of any appraisal, and knowing targets gives sales people a clear idea of how much money they can reasonably expect to make.”
Are your sales people leaving the job after a change in the motivation plan? Do they show signs of being demotivated?
The Sales Compensation Plan in place is evidently one of the main reasons sales people change jobs. It is also quite common that many organisations do not face the fact.
It is not just because the commission rates have been reduced that annoyed sales people. There are many other factors that lead to dissatisfaction. See below our factsheet with some key reasons associated with the compensation program that cause high turnover.
Start by assessing your program; watch and study data associated to performance and payout. Then you will find the individual aspects of the system to fix.