COMPENSATION
Capitalize on Compensation HANK TRISLER
Instead of just using your compensation plan to repay your people for great performance, use it to help inspire great performance. These five hints can help you design a plan that rewards your company with more motivated, more productive salespeople.
MAKE YOUR PLAN A GROUP EFFORT Your salespeople know best what mo- tivates them, so let them help decide how they should be compensated. Schedule a meeting and ask for
their ideas; or, offer them a choice of several plans and let them vote for the one they prefer. Giving your team a voice not only helps you develop a great compensation plan; it also builds team spirit. Your salespeople will know that you value their input
32 | JULY/AUGUST 2025 SELLING POWER © 2025 SELLING POWER
and that you want to work side-by- side with them to boost sales and motivation.
THINK INCENTIVE To emphasize that your plan rewards hard work and great performance, you might want to minimize salary and maximize commission. A commission- based plan puts your salespeople in control of their earnings and shows them that they win when they help the company win.
In addition to their commissions, consider offering your people cash bonuses or other rewards for out- standing long-term performance. Use a little creativity to design a plan that gives your team a reason to give 110% every day.
REWARD ACTIVITIES – NOT JUST RESULTS Your people can’t always control the outcome of a sale, so rewarding results alone may deflate salespeople who hit a slump in spite of Herculean selling efforts. Instead, reward the behaviors that will bring success in the long run. To determine what those behaviors
are, ask yourself these questions: • What are your people doing well that you want to make sure they keep doing?
• What activities do your people need to do more of or to do dif- ferently?
• What are your people not doing that they should be doing, and
PANCHENKO VLADIMIR /
SHUTTERSTOCK.COM
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