Book

Compensating the Sales Force, Third Edition: A Practical Guide to Designing Winning Sales Reward Programs

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Contextresearch_analysis

What this book knows

Sales compensation works when its mechanics — formulas, quotas, crediting rules, and governance — are designed with deliberate precision, not improvised.

Sex: Absent
Work: Primary
Learning: Present
Religion: Absent

ambition-and-statuswork-as-meaningobedience-and-authority

ambition-and-status

For those sellers who close $4.5 million in business, the sales compensation program will pay $300,000.
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Actual pay levels will aim to differentiate between top performers and bottom performers.
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work-as-meaning

With the right investment of time in the right design process, you can capitalize on the driven enthusiasm of sales personnel earning outstanding rewards.
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Credit the order at the point when you wish sales personnel to stop thinking about the order… management wants the salesperson to move on to the next sales opportunity.
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obedience-and-authority

Size and management style cannot abrogate your responsibilities to prepare clear and unambiguous policy statements regarding the pay plan.
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Who approves quota allocation assignments and quota assignment changes? What happens if orders are changed or canceled? How is customer nonpayment treated?
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Illuminates

6 published passages · book excerpt · research analysis

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