Sales Compensation Design

World-Class Sales Compensation Plan Redux

By |2019-09-13T10:20:54-08:00September 12th, 2019|Blogs, Sales Compensation Design|

Complicated compensation plans that are poorly designed and communicated can confuse and demotivate your sales team. Here are a few questions that may help you determine if it might be time for a program redesign.  Is your sales compensation plan too complicated? Do your performance measures align with job content and company goals?  Is your sales plan producing the desired results? Do your participants understand the program? 

Washington State Implements Salary History Ban

By |2019-06-05T15:26:25-08:00June 5th, 2019|Benchmarking & Pay Structure Development, Blogs, Communications, Executive Compensation, General Compensation, Pay Equity Compliance, Sales Compensation Design|

In early May, the Washington state governor signed the Washington Equal Pay and Opportunities Act (EPOA). This act imposes pay transparency requirements that go beyond most other pay equity laws and will likely affect most employers in our state. Here’s what you need to know: The EPOA prohibits Washington employers from inquiring about an

Pay Transparency

By |2019-05-13T15:39:23-08:00May 13th, 2019|Benchmarking & Pay Structure Development, Blogs, Communications, General Compensation, Sales Compensation Design, Short & Long Term Incentive Plan Design|

Trending: Pay Transparency Trying to find an appropriate balance when discussing how you determine pay and what an employee’s earning potential is, can be tough. As we continue to see concerns about wage gaps, pay inequities and miscommunications, organizations have an excellent opportunity to share more information about how compensation programs are designed and

Sales Incentives Require Critical Update

By |2019-04-04T19:25:07-08:00April 4th, 2019|Cases, Sales Compensation Design|

Sales Incentives Require Critical Update Challenge: Our client had been purchased by a venture capital firm and was facing a merger. Existing sales incentive plans needed refreshing as retention of the sales force was critical. Current incentive plans were complicated to understand and needed to be streamlined and simplified. It was also necessary to