The Carrot

Back to Basics: Adding Accelerators or Decelerators to Your Incentive Compensation Plan’s Payout Formula

Posted by Mike Martin on Mon, Sep, 29, 2014

In the prior blog post, we described how to design your incentive compensation plan’s payout formula, and we briefly mentioned the concepts of accelerators and decelerators.  At a high level, accelerators are used to encourage increased performance and decelerators are used to safeguard against significant overpayments. 

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Topics: sales compensation, ZS Associates, Incentive compensation, goal setting, ZS, Mike Martin, pay-for-performance, sales quota, back to basics, accelerators, decelerators

Back to Basics: Calculating Your Incentive Compensation Plan’s Payout Formula

Posted by Chad Albrecht on Tue, Sep, 16, 2014

In the last 2 blog posts, we discussed metrics to include in the incentive compensation plan and the plan types that you should use. Now, we turn to the actual calculation of the payout amount.

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Topics: sales compensation, sales quotas, ZS Associates, Incentive compensation, performance incentives, goal setting, ZS, pay-for-performance, Chad Albrecht, sales commission

Back to Basics – Choosing a Sales Compensation Plan Type

Posted by Mike Martin on Fri, Sep, 12, 2014

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Topics: sales compensation, ZS Associates, Incentive compensation, Sales Bonus, goal setting, ZS, Mike Martin, pay-for-performance, sales commission, sales ranking, Management by Objectives (MBOs)

Back to Basics: Three Criteria to Select Your Incentive Compensation Plan Metrics

Posted by Chad Albrecht on Tue, Sep, 02, 2014

In the first 2 “Back to Basics” blogs, we covered the basics of getting your guiding principles in place and determining the appropriate pay levels and mix.

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Topics: sales compensation, ZS Associates, Incentive plan design, Incentive compensation, goal setting, ZS, incentive plan, pay-for-performance, Chad Albrecht, guiding principles

Back to Basics: Ideal Pay Level and Mix for Your Incentive Plan

Posted by Chad Albrecht on Wed, Aug, 27, 2014

In the first “Back to Basics” blog, we covered incentive compensation plan eligibility and guiding principles. In this blog, we want to turn to targeted pay level and mix.  By “target” pay level, we mean the pay level that the “average” salesperson will earn for achieving expectations (often 100% of sales quota) in a given year.  When we say “target” mix, we mean the way that total pay is delivered – either in base salary or in incentive pay.  The mix is normally stated as a ratio, first with the percent base salary, and then the percent incentive.  For example, if a job with a target pay level of $100,000 has $70,000 of that delivered in base salary, we would say that the pay mix is 70:30.

Step one in establishing a targeted pay level and mix is finding good market sales compensation data.  For some industries, such as technology and pharmaceuticals, there are industry-specific studies that cover the vast majority of roles.  For other industries, you may need to turn to a broader, all-industry survey such as those conducted by the HR houses. 

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Topics: sales compensation, ZS Associates, Incentive compensation, performance incentives, ZS, incentive plan, Chad Albrecht, sales quota, target pay level, target mix, targeted pay level, back to basics

Back to Basics: How to Prepare Your 2015 Incentive Plan Design

Posted by Chad Albrecht on Mon, Aug, 18, 2014

As most companies kick off their 2015 plan design this month, our blog is going “back to basics.”  Over the next 10 weeks, we will cover all of the building blocks of sales incentive plan design so you have everything you need for your 2015 plan.  Each week will focus on a different topic – from pay mix to metrics to payout formula – and provide key ideas on each element.

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Topics: sales compensation, ZS Associates, Incentive plan design, Incentive compensation, ZS, incentive plan, pay-for-performance, Chad Albrecht, guiding principles

Three Ways to Use Science in Your Sales Compensation Program

Posted by Steve Marley on Thu, Aug, 14, 2014

My colleagues at ZS Associates will soon publish a book called, “The Power of Sales Analytics”, and one of the chapters covers the use of analytics when compensating the sales force.

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Topics: sales compensation plan, sales compensation, ZS Associates, Incentive compensation, performance incentives, Steve Marley, pay-for-performance, sales rewards

Don’t Compensate Every Salesperson the Same

Posted by Chad Albrecht on Tue, Jul, 29, 2014

Most large companies segment their customers to determine whom to target and how best to serve them. Criteria for segmenting customers often include factors such as company size, whether they are a current customer, their industry, or other factors. Analytics help segment these customers into groups, and the groups are then treated alike for the purposes of a go-to-market strategy.

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Topics: sales compensation, ZS Associates, performance incentives, goal setting, ZS, sales performance, incentive plan, Chad Albrecht

Six ways to design your MBOs to have an IMPACT

Posted by Mike Martin on Fri, Jul, 25, 2014

Management by Objective (MBO) plans can be very useful additions to any incentive plan for a variety of reasons:

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Topics: sales compensation, ZS Associates, motivation, Management by Objective, MBO, Incentive plan design, Incentive compensation, Sales Bonus, First-line sales manager, ZS, Mike Martin

The total experience: What Italian coffee and bonus plans have in common

Posted by Mike Martin on Fri, Jun, 20, 2014

I had the pleasure of going to Italy recently, and one of my favorite activities was getting coffee at different cafes. I would go three times per day and began comparing coffee across different towns as I travelled. Sometimes, I would also build up the courage to practice a little Italian with the barista.

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Topics: sales compensation, ZS Associates, Incentive compensation, Sales Bonus, bonus plan, payout calculations, sales scorecards, sales reporting, ZS, sales performance, Mike Martin

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