Your Ideal Salary and Incentive Model
A well-designed salary and incentive model is essential for your sales organization. Not only to attract and retain the best sales leaders and talent but also to create an environment in which salespeople are motivated to perform at their best.
But what does your ideal compensation model look like? What criteria should it meet? And how can you deploy it most effectively? SalesQuarters provides answers to these questions. We are familiar with the salary structures and incentive programs of many organizations, and we understand their impact.
We bring benchmarks, case studies, and scientific insights to the table—essential knowledge for crafting your ideal salary and incentive model.
Together with you, we structure the compensation framework and determine which additional components will contribute to your objectives.
Consider elements such as bonuses, commissions, and other material benefits like a company car, laptop, and phone. But also think of intangible rewards, such as recognition, added responsibilities, training, education, coaching, promotion opportunities, or other forms of social appreciation.
Evaluate and Improve
We work together to refine your compensation program. Is it clear and realistic? Does it align with your organizational goals, work methods, and company culture? Does the program ensure that sales talent is adequately rewarded and retained?
Other relevant questions we explore and address:
- Which sales tasks are crucial, and what rewards are appropriate for them?
- What is a reasonable earning potential based on benchmarks?
- What is the optimal balance between base salary and variable compensation?
- How do we measure and assess performance objectively?
- What should sales executives do to earn their additional rewards?
- What are achievable, role-specific targets considering market potential and past results?