2012 Sales Compensation Practices Survey for the High-Tech Industry
|
|
- Alexia Lloyd
- 8 years ago
- Views:
Transcription
1 0 Sales Compensation Practices Survey for the High-Tech Industry May 0 This report is solely for the use of all direct recipients. No part of it may be circulated, quoted or reproduced for distribution to any third party without prior written approval of ZS Associates and WorldatWork.
2 Introduction Welcome to the 0 edition of Sales Compensation Practices Survey for the High-Tech Industry conducted by ZS Associates and WorldatWork. The questionnaire used for this study was developed based on numerous interviews with high-tech sales compensation leaders. The result was a study focused on the critical issues facing sales compensation professionals today. We hope you find the results of the survey beneficial and useful. If you have suggestions for future surveys, please send an to chad.albrecht@zsassociates.com or jim.stoeckmann@worldatwork.org. Best Regards, This report is published by the WorldatWork and ZS Associates, Inc. and contains information based on input from companies or individuals engaged in the development or management of sales compensation plans
3 Research Methodology Invitations to participate in the study were sent out via to selected high-tech companies in February 0. Participants from 7 U.S.-based high-tech companies completed the online survey from February through March 0. The survey was divided into the following categories of questions: Incentive methods Reporting and timing Sales crediting General sales force measurements Incentive compensation issues Respondents filled out the survey for different types of sales roles. These roles were aggregated in four groupings: Client relationship managers Partner or channel account managers Lead sales role Technical specialists Please notes: n-sizes throughout the survey represent the number of responding companies, unless otherwise stated. Median values are not shown if fewer than five responses were received; other values are not shown if fewer than three responses were received. Caution should be taken whenever values are based on small response.
4 Participants* Dell Citrix Systems Google, Inc. IBM EMC GoDaddy.com, LLC Motorola Mobility Microsoft Wipro Ltd CGI AMD Sonus Networks Corning BMC Software, Inc. CA Technologies * Responses from two respondents that did not provide their company name are included in the analysis. 4
5 Contents Section Page Executive Summary 6 Incentive Methods 8 General Sales Force Measurements 7 Incentive Compensation Issues Participant Profile About ZS Associates, Inc. 6 About WorldatWork 7 5
6 Executive Summary 6
7 Executive Summary More than out of 4 surveyed companies use some incentive method to encourage higher price points for their products; specific methods vary widely Capping incentive earnings is not common for pure sales/hunter roles, but is more prevalent for other sales roles Incentive Methods The top performing sales representatives typically earn more than x the target incentive for all roles The majority of respondents do not use any type of special incentives to encourage selling early in the performance period General Sales Force Measurements Two-thirds of companies complement the sales incentive plan with a recognition program to recognize and reward top performers; most utilize contests/spiffs to spur short-term focused sales efforts Turnover rate (voluntary and involuntary combined) is less than 0% for most of the companies surveyed, with a mean of 4% Most of the companies standardize compensation plans and roles across multiple countries Most companies do not spend more than 5% of revenues on sales compensation Incentive Accurate quota setting and overly complex plans are the biggest issues identified by surveyed Compensation companies issues 7
8 Incentive Methods 8
9 In your last completed fiscal year, what methods did you use to incent representatives to obtain the highest possible price levels? (check all that apply) Vary the payout rate based on product/deal gross margin 5 Pay on gross profit dollars 4 Do not incorporate price into the plan 4 Pay on gross margin percent Pay on net bookings Pay on average selling price (ASP) achievement Other Other responses include: Price Floors Based on revenue number of respondents n=7 The majority of surveyed companies encourage higher prices with their sales incentive plan, though the specific tactic varies widely. 9
10 For each of the following roles in your most recent fiscal year, did you use caps to limit the amount of incentive pay earned? Client Relationship Manager Lead Sales Role (Hunter/Pure Sales) Technical Specialist (Pre- and Post-Sales) Partner or Channel Account Manager Absolute cap on incentive earnings (n=) 6 4 (n=4) (n=7) 7 (n=) 6 No cap and no decelerator 5 6 Decelerator that slows earning increases beyond a specific performance level Per deal cap applied to each sale separately 0 0 Other Other responses include: Cap and decelerator Discretionary number of respondents number of respondents number of respondents number of respondents Capping incentive earnings is uncommon for the hunter / pure sales role, but is slightly more common for the other sales roles. 0
11 For each of the following roles, how much incentive pay (as a multiple of the target incentive) did your company plan as payout for its top performing sales representatives (top 0%) in your most recently completed fiscal year? Client relationship manager n=0.6 Lead sales role (hunter/pure sales) n=.6 Technical specialist (pre- and post-sales) n=. Partner or channel account manager n=.5 Mean Multiple of Target Incentive Top performing sales reps typically earn more than X the target incentive.
12 What incentive methods do you use to encourage reps to sell earlier in the performance period (not wait until the very end of the period)? We do not incent our salespeople to sell earlier in the year/period 9 MBOs Fast Start bonus for sales early in the period SPIFFs early in the period Pay some upside earlier in the period for over performance up to that point number of respondents n=7 More than half of the respondents do not use any type of special incentives to encourage selling early in the performance period.
13 How do you reward reps for selling multi-year service arrangements? Multi-year deal results in a kicker/accelerator on base earnings 6 Reward reps for the first X years in the contract (e.g., ) 4 Reward reps for all revenues in the contract MBOs Other Other responses include: Use of a signings element when appropriate We do not comp on multi-year deals number of respondents n=7 Companies usually reward for multi-year service arrangements but the method for rewarding varies.
14 In addition to the sales incentive plan, what other types of reward vehicles has your company used in your most recent fiscal year for sales representatives? (check all that apply) Recognition plan (annual plan to recognize top performers, President s Club, etc.) Contests/SPIFFs Spot awards (management discretionary awards) Long-term incentives (includes stock options and stock grants) 8 Profit-sharing/gain-sharing/company-wide plans Other Other responses include: Limited Incremental Incentives None of the above number of respondents n=7 Companies tend to complement the sales incentive plan with additional incentives to reward and recognize top performers (recognition program) and to reward shortterm initiatives (contests/spiffs). 4
15 percent of earnings (mean) What percent of earnings are received at each of these points in the order process? (responses must sum to 00%) 0% 5% 0% % 5% % 9% 5% % 0% 5% 0% When an order is booked When an order in invoiced When an order is shipped When an order is paid When revenue is recognized Note: respondents excluded from analysis. n=5 On average, earnings are split evenly across various stages in the order process. 5
16 How do you split sales credit when multiple reps work on a single sale? We do not split sales credit 8 By percent sold in different geography Fixed split percentage based on rep involvement Manager s discretion Based on rep product responsibility number of respondents n=7 Half of the companies do not split sales credit and instead either double quota/double credit or have a sales process which gives one individual sole accountability for a sale. 6
17 General Sales Force Measurements 7
18 number of respondents What was the total turnover rate (voluntary and involuntary combined) for sales roles at your company during the most recently completed fiscal year? Turnover Rate Distribution turnover rate percent Mean 4% n=7 75 th percentile 8% 5 4 Median % 5 th percentile 7% 0 0-0% -0% 0-0% -40% 40+ Turnover rate (percent) Turnover rate (voluntary and involuntary combined) is less than 0% for most participants, with a mean of 4%. 8
19 Which of the following do you standardize across multiple countries? (check all that apply) Compensation plans 4 Roles Pay mix 8 Leverage targets (the ratio of the top performers incentive pay to average incentive pay) 8 Inconsistent. Several countries have standard features and some countries do not have shared or standard features We do not manage sales compensation across multiple countries number of respondents n=7 Most of the companies standardize compensation plans and roles across multiple countries. 9
20 number of companies What was the total sales compensation cost of sales (base salary + sales incentives) as a percentage of revenue for your most recently-ended fiscal or calendar year? Companies tracking sales force compensation cost of sales (CCOS) Total sales compensation cost of sales (base salary + sales incentives) as a percentage of revenue for most recently-ended fiscal or calendar year n=4 5% 75 th Percentile 4.8% 4% Mean =.9% % Median.0% n= % No Yes % 0% 5 th Percentile.% Note: two outliers were removed from the analysis. n=7 n=* Most companies do not spend more than 5% of associated revenue on sales compensation. 0
21 Incentive Compensation Issues
22 Which of the following are the five most difficult sales compensation problems for your company at the moment? (check all that apply) Quota setting fairness Sales forecast accuracy 0 Incentive plan complexity and/or field comprehension of the plan Data availability to accurately assess performance 8 8 Effective communication of the incentive compensation plan 6 Incentive compensation payouts not aligned to corporate performance Efficient incentive compensation administration 5 5 Adequate upside opportunity to motivate and retain top performers 4 Incentive plan not motivational enough, or motivating incorrectly Competitiveness of total pay levels with the market Compensation adjustments to reflect localized differences number of respondents n=7 Accurate quota setting and improving plan simplicity are the biggest issues identified.
23 Respondent Profile
24 At the end of your most recently completed fiscal year, how many sales people (FTEs) were in each of the following roles? Roles Total across all companies surveyed Number of companies with the role Average number of sales people Client Relationship Manager 0,005,59 Lead Sales Role (Hunter/Pure Sales) 9, Technical Specialist (Pre- and Post-Sales),65 7,9 Partner or Channel Account Manager 6,644 5 n=7 4
25 Which of the following best describes your company s industry segment? Service provider 4 Software enterprise 4 Telecommunications manufacturer Computer hardware manufacturer Internet information provider Semiconductor manufacturer number of respondents Note: information was not received from one respondent 5 n=6
26 About ZS Associates ZS Associates is a global management consulting firm specializing in sales and marketing strategy, operations and execution. Founded in 98, ZS has grown into a firm of more than,000 professionals delivering expertise across much of the sales and marketing spectrum. Our core practice areas include go-to-market and sales organization strategy and extend to the deep tactical levels required to effectively implement those strategies. The breadth and depth of ZS offerings combine to enable a unique client partnership both in the development of effective strategies and in their execution. We have pioneered an approach to sales and marketing consulting that is fact-based, analytically rigorous, and drawn from our many innovative methodologies, processes and decision support tools. Our client base is comprised of a diverse mix of companies, ranging from global market leaders to entrepreneurial start-ups, across more than 65 countries. The customized solutions we deliver for our clients extend from issue-specific at one end of the spectrum to large-scale, multinational business transformations at the other. In all cases, we combine our strategy, operations and execution expertise to ensure that the solutions we develop will work, and to help our clients successfully implement them at the tactical level. For more information on ZS Associates, please visit our website 6
27 About WorldatWork WorldatWork ( is a not-for-profit organization providing education, conferences and research focused on global human resources issues including compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 955, WorldatWork has nearly 0,000 members in more than 00 countries. Its affiliate organization, WorldatWork Society of Certified Professionals, is the certifying body for the prestigious Certified Compensation Professional (CCP ), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP ), Work-Life Certified Professional (WLCP ), Certified Sales Compensation Professional (CSCP ), and Certified Executive Compensation Professional (CECP ). WorldatWork has offices in Scottsdale, Arizona, and Washington, D.C. 7
Inside Sales Compensation Practices
Inside Sales Compensation Practices 2014 Insights from the High Tech Industry This report is solely for the use of all direct recipients. No part of it may be circulated, quoted or reproduced for distribution
More informationresearch Using Result-Driven Programs to Power Employee Recognition A supplemental report to Trends in Employee Recognition 2013
Using Result-Driven Programs to Power Employee Recognition A supplemental report to Trends in Employee Recognition 2013 research A Report by WorldatWork August 2013 About WorldatWork The Total Rewards
More informationHotel Sales Incentives Practice Research Summary
DRAFT NOT FOR DISTRIBUTION Hotel Sales Incentives Practice Research Summary April 17 th, 2015 This report is solely for the use of all direct recipients. No part of it may be circulated, quoted or reproduced
More informationOutside In: The Rise of the Inside Sales Team
ZS AND REALITY WORKS GROUP EXECUTIVE SUMMARY Outside In: The Rise of the Inside Sales Team ZS and Reality Works Research on Inside Sales in High Tech ZS AND REALITY WORKS GROUP EXECUTIVE SUMMARY Outside
More informationCopyrighted Material. Third Edition. How-to Series for the HR Professional. Compensating. Globally Mobile Employees. Roger Herod. Copyrighted Material
Third Edition How-to Series for the HR Professional Compensating Globally Mobile Employees Roger Herod About WorldatWork : The Total Rewards Association WorldatWork (www.worldatwork.org) is a nonprofit
More informationHotel Revenue Management Incentives Practice Research Summary
DRAFT NOT FOR DISTRIBUTION Hotel Revenue Management Incentives Practice Research Summary April 17 th, 2015 This report is solely for the use of all direct recipients. No part of it may be circulated, quoted
More informationCopyrighted Material. How-to Series for the HR Professional. Mergers & Acquisitions. Jerry T. Edge, CCP. Copyrighted Material
How-to Series for the HR Professional Mergers & Acquisitions Jerry T. Edge, CCP About WorldatWork : The Total Rewards Association WorldatWork (www.worldatwork.org) is a nonprofit human resources association
More information2010 Study on the State of Performance Management. research. A report by WorldatWork and Sibson Consulting October 2010
2010 Study on the State of research A report by WorldatWork and Sibson Consulting October 2010 About WorldatWork Media Contact: Marcia Rhodes 14040 N. Northsight Blvd. Scottsdale, Arizona USA 852-31 480-304-6885
More informationIncentive Pay Practices Survey: Publicly Traded Companies. research. WorldatWork and Deloitte Consulting LLP February 2014
Incentive Pay Practices Survey: Publicly Traded Companies research WorldatWork and Deloitte Consulting LLP February 2014 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona
More informationINCENTIVE PLAN PRACTICES
May 2015 INCENTIVE PLAN PRACTICES ALIGNING EXECUTIVE PAY WITH PERFORMANCE FORWARD Dear Clients, Colleagues & Friends, We are pleased to present the Incentive Plan Practices report in collaboration with
More informationSales Compensation Practices:
Sales Compensation Practices: The 2012 2013 Special Survey Report Concord, MA Table of Contents Page I. Overview of the Survey and Participants Profile 3 II. How Sales Compensation Plans Are Structured
More informationPaid Time Off Programs and Practices. WorldatWork September 2014
Paid Time Off Programs and Practices WorldatWork September 2014 About WorldatWork The Total Rewards Association WorldatWork (www.worldatwork.org) is a nonprofit human resources association for professionals
More informationPaid Time Off Programs and Practices. A Report by WorldatWork June 2016
Paid Time Off Programs and Practices A Report by WorldatWork June 2016 About WorldatWork The Total Rewards Association WorldatWork (www.worldatwork.org) is a nonprofit human resources association for professionals
More informationAre You Paying for Performance? How to Measure Sales Compensation ROI. 2009 The Sales Management Association
Are You Paying for Performance? How to Measure Sales Compensation ROI Contents Today s Presentation Defining incentive compensation plan effectiveness Correlating pay and performance Measuring incentive
More informationPrivate Company Incentive Pay Practices. research. A Research Report by WorldatWork and Vivient Consulting October 2007
Private Company Incentive Pay Practices research A Research Report by WorldatWork and Vivient Consulting October 2007 About WorldatWork Media Contact: Marcia Rhodes 14040 N. Northsight Blvd. Scottsdale,
More information2006/2007 Effectively Managing Global Compensation and Benefits: September 2006
Survey Brief 06: A Survey of WorlatWork Members by WorldatWork and Watson Wyatt 2006/2007 Effectively Managing Global Compensation and Benefits: September 2006 About WorldatWork WorldatWork is the world's
More informationKey Sales Incentive Plan Practices. research. A WorldatWork Survey Brief October, 2006
Key Sales Incentive Plan Practices research A WorldatWork Survey Brief October, 2006 About WorldatWork WorldatWork (www.worldatwork.org) is the association for human resources professionals focused on
More informationTop Sales Compensation Mistakes (And some good ideas, too) Beth Carroll Managing Principal
Top Sales Compensation Mistakes (And some good ideas, too) Beth Carroll Managing Principal Prosperio Group has prepared this document for the benefit of its client. This document is incomplete without
More information10 Sales Compensation Mandates For HR
10 Sales Compensation Mandates For HR David J. Cichelli Sr. Vice President dcichelli@alexandergroup.com Atlanta Chicago San Francisco Scottsdale Stamford Sales Compensation Plan Challenges Issues Ineffective
More informationCompensation Programs and Practices 2012. research. A report by WorldatWork, October 2012
Compensation Programs and Practices research A report by WorldatWork, October Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601 Toll free: 877-951-9191
More informationIntroduction to Sales Compensation Part II
Introduction to Sales Compensation Part II Rob Surdel, Assistant Vice President, Radford, an Aon Hewitt Company Scott Sands, Practice Leader, Sales Force Effectiveness, Aon Hewitt May 4, 2011 Agenda >
More informationSales Compensation in a Recurring Revenue Business
Sales Compensation in a Recurring Business Webinar sponsored by IBM and WorldatWork February 25, 2014 The Cygnal Group has prepared this document for the benefit of attendees at the above named event.
More informationFigure 1: Number of Short-Term Incentive Plans Among Private and Public Companies
Incentive-Pay Practices at Public and By Bonnie W. Schindler, CECP, Susan Schroeder, CECP, Vivient Consulting; Sheila C. Sever, CCP, and Gregory A. Stoskopf, CCP, Deloitte Consulting Do incentive-pay practices
More informationMERCER WEBCAST SALES COMPENSATION OPTIMIZATION Manage Risk to Maximize Effectiveness JULY 24, 2013
MERCER WEBCAST SALES COMPENSATION OPTIMIZATION Manage Risk to Maximize Effectiveness JULY 24, 2013 Shawn Rossi, Mercer Principal, Sales Performance Practice Leader Erik Charles, Xactly Director, Product
More informationCopyrighted Material CASH BONUSES. Four Ways to Attract, Retain and Motivate Employees. Copyrighted Material
2005 Updated with Survey Data CASH BONUSES Four Ways to Attract, Retain and Motivate Employees Acknowledgments Writer Barbara Parus Technical Review Gary Bergel, Restructuring Associates Inc. Doug Grieser,
More informationStaffing Industry Executive Forum
Staffing Industry Executive Forum Perspectives in Sales Compensation Best Practices Valitus Group, Inc. March 16, 2006 For additional information, please contact: J. Mark Davis (714) 505-9122 j.mark.davis@valitusgroup.com
More informationThe Data You Need to Evaluate Your Lab Sales Compensation Plan. Sales Compensation in the Laboratory Industry: Incentives, Plans and Strategies
The Data You Need to Evaluate Your Lab Sales Compensation Plan Sales Compensation in the Laboratory Industry: Incentives, Plans and Strategies How does your compensation plan stack up? Find out with this
More informationSales Compensation Trends. October 15, 2010
Sales Compensation Trends October 15, 2010 Overview of Trends Response to severe economic downturn Preparation for economic recovery sales leads the way Daniel Pink s book Drive expect continued conversation
More informationGLOBAL. a guidebook for. sales compensation pay mix. Global compensation structures should be companyspecific.
6 2014 The Magazine of WorldatWork a guidebook for GLOBAL sales compensation pay mix Global compensation structures should be companyspecific. How do global companies manage their sales compensation pay
More informationHow Much Does That Sale Really Cost You?
How Much Does That Sale Really Cost You? By Joseph DiMisa Sales Force Effectiveness Practice Leader Sibson Consulting D o you know what your direct sales channel is costing the organization? Do you know
More informationEXECUTIVE CHANGE IN CONTROL REPORT 2013 / 2014
EXECUTIVE CHANGE IN CONTROL REPORT 2013 / 2014 ANALYSIS OF EXECUTIVE CHANGE IN CONTROL ARRANGEMENTS OF THE TOP 200 COMPANIES Prepared By The Compensation and Benefits Practice of Alvarez & Marsal Taxand,
More informationYour Sales Compensation Future: Why Sales Leadership Needs Your Help
Your Sales Compensation Future: Why Sales Leadership Needs Your Help October 25, 2013 David Cichelli Senior Vice President dcichelli@alexandergroup.com 480.315.5828 2013 The Alexander Group, Inc. Atlanta
More informationKPMG 2013 / 2014 HR & Reward Practices Survey. kpmg.com/ng
KPMG 2013 / 2014 HR & Reward Practices Survey kpmg.com/ng 2 KPMG 2013 / 2014 HR & Reward Practices Survey Executive Overview Human capital is one of the most critical assets of any business. Many organisations
More informationCloud Sales Management System. Compensation Strategy
Cloud Sales Management System Click Here to View a Presentation of the Compensation Strategy The 1st Component of a Profitable Sales & Customer Growth Solution The Job Description Strategy 1. Improves
More informationA WorldatWork Survey Brief. Trends in Employee Recognition 2005
A WorldatWork Survey Brief Trends in Employee Recognition 2005 A Survey of Members of WorldatWork and the National Association of Employee Recognition (NAER) May, 2005 About WorldatWork and WorldatWork
More informationCatherine Competitive Corporation (Charles Matrix Greylock)
Catherine Competitive Corporation (Charles Matrix Greylock) Setting Sales Territories, Compensation and Quotas 1 Last Time: Pill Caddy Sales Prospecting Context Today: CMG (Catherine Competitive) Sales
More informationRewarding Sales Performance
Rewarding Sales Performance -- Aligning Sales Effectiveness and Total Rewards in Times of Organizational Change By Susan Malanowski Rhonda Farrington Tom Wilson June 2011 Wilson Group, Inc. All rights
More informationSales Performance Management
Sales Performance Management Prepared for Institutional Investor Institute Jason Brown Principal, ZS Associates 617.557.5814 jason.brown@zsassociates.com January 23, 2014 This presentation is solely for
More informationWhat specific talent groups will be necessary to achieving strategic business goals?
NORTH AMERICAN CRITICAL TALENT FEB 2014 INTRODUCTION In August 2013, Mercer surveyed Canadian and US organizations regarding their critical talent practices. As the economy cautiously rebounds, global
More informationDetermining the Right Salary/Incentive Ratio for Your Sales Jobs 1 by Jerome A. Colletti Mary S. Fiss Colletti-Fiss, LLC www.collettifiss.
Determining the Right Salary/Incentive Ratio for Your Sales Jobs 1 by Jerome A. Colletti Mary S. Fiss Colletti-Fiss, LLC www.collettifiss.com Definition of mix (aka salary/incentive ratio) Diagnostic tool
More informationSalary Structure Policies and Practices. research. A report by WorldatWork and Deloitte Consulting LLP October 2012
Salary Structure Policies and Practices research A report by WorldatWork and Deloitte Consulting LLP October 2012 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA
More informationIncentive Pay Practices: Nonprofit/Government Organizations. A Report by WorldatWork and Vivient Consulting February 2016
Incentive Pay Practices: Nonprofit/Government Organizations A Report by WorldatWork and Vivient Consulting February 2016 About WorldatWork The Total Rewards Association WorldatWork (www.worldatwork.org)
More informationIncenting the Incentive Plan
Incenting the Incentive Plan Chief Revenue Officer (CRO): noun. the person or position within any business whose responsibility (aka: butt on the line) it is to make certain revenue is generated to a)
More informationIncentive Planning: 7 Loopholes Your Sales Team Hopes You Never Discover
Incentive Planning: 7 Loopholes Your Sales Team Hopes You Never Discover FEATURED FACULTY: Chad Albrecht, Principal, ZS Associates 847.492.3651 chad.albrecht@zsassociates.com Jonathan Ezer, Consultant,
More informationEveryday Diagnostics for Improving Incentive Compensation
Everyday Diagnostics for Improving Incentive Compensation Introduction Regular diagnostics will increase the effectiveness of your company s incentive compensation program. Being intimately acquainted
More informationAn in-depth look into how today s cloud solution providers create and sustain successful partnerships while empowering customers to move to the cloud.
Partnering in the Cloud 2015 ISV REPORT An in-depth look into how today s cloud solution providers create and sustain successful partnerships while empowering customers to move to the cloud. Partnering
More informationSales Compensation Effectiveness Best Practices & Trends
Sales Compensation Effectiveness Best Practices & Trends March 26, 2014 Shawn Rossi, Principal, Sales Performance Practice Leader Today s discussion Key Context & Trends Sales Compensation Design Best
More informationCompensating the Sales Force and Paying for Performance
Compensating the Sales Force and Paying for Performance CHAPTER 7 Analytics help companies diagnose sales compensation plan performance and design plans that lead to the best possible results despite an
More informationDifferentiating Employee Value Proposition for the Sales Force. Scott Sands Global Practice Leader, Sales Force Effectiveness Hewitt Associates
Differentiating Employee Value Proposition for the Sales Force Scott Sands Global Practice Leader, Sales Force Effectiveness Hewitt Associates Presentation Overview Elements of the Employee Value Proposition
More informationYOUR PATH TO GROWTH. Best Practice Channel Sales Compensation
YOUR PATH TO GROWTH Best Practice Channel Sales Compensation OUR PRESENTERS TODAY Erik Charles Sr. Product Marketing Manager Xactly Corporation Daniel Hawtof VP, Product Management Channelinsight Adam
More informationDoes Your Technology Sales Compensation Support the CEO Strategy?
REVENUE ACCELERATORS WHITEPAPER SERIES Does Your Technology Sales Compensation Support the CEO Strategy? Introduction Often, VPs of Sales or CEO clients ask me what is a fair compensation plan for a technology
More informationSales Force Turnover: The Crippling Expense Your CFO Doesn t Understand
Sales Force Turnover: The Crippling Expense Your CFO Doesn t Understand Scott Sands Aon Consulting Trends in Sales turnover have been exactly what you would expect 20.00% 18.00% 16.00% 14.00% 12.00% 10.00%
More informationIncentive Compensation
Incentive Compensation Presented by: Asheesh Sharma, Senior Principal Erik Christianson, Associate Director Peter Koniaris, Associate Director November 11, 2015 WELCOME!! Today s webinar hosts Chris Walls
More informationSales Compensation Best Practices Trends and Issues for 2014 and 2015
Sales Compensation Best Practices Trends and Issues for 2014 and 2015 Joseph DiMisa Senior Vice President 770-403-8006 jdimisa@sibson.com 2015 Copyright 2015 by The Segal Group, Inc. All rights reserved.
More informationSales Compensation Automation Trends Survey
Sales Compensation Automation Trends Survey Section 1: Program Administration 1. Is there a designated owner (a formally recognized individual or team) of the sales compensation administration process
More informationPromotional Guidelines. research. A report by WorldatWork December 2012
Promotional Guidelines research A report by WorldatWork December 2012 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601 Toll free: 877-951-9191 Fax: 480-483-8352
More informationIncentive Plan Design and Employee Recognition Programs. June 11, 2008
Incentive Plan Design and Employee Recognition Programs June 11, 2008 Agenda Incentive Plan Design Background Port of Portland s Dive into Incentive Comp Total Rewards Study Outcomes of Study Original
More informationHow to Upgrade Hotel Sales and Revenue Management Incentive Practices and Improve Plan Satisfaction
ZS and the HSMAI Foundation IPR Executive Summary How to Upgrade Hotel Sales and Revenue Management Incentive Practices and Improve Plan Satisfaction Tony Yeung ZS and the HSMAI Foundation IPR Executive
More informationTrends in Wholesaler Compensation
Trends in Wholesaler Compensation k a s i n a clarity and vision for the future January 2006 www.credoconsulting.ca info@credoconsulting.ca (866) 535-4230 www.kasina.com info@kasina.com (212) 349-7412
More informationGCCBA Sales Compensation Best Practices Trends and Issues for 2014
GCCBA Sales Compensation Best Practices Trends and Issues for 2014 Joseph DiMisa, Senior Vice President Sibson Consulting May 2014 770-403-8006 0 0 Presenter Joseph DiMisa, CSCP Senior Vice President,
More informationPay for Profit. By Elliot Scott, Towers Perrin
12 09 The Magazine of WorldatWork sales compensation Pay for Profit and Get What You Pay For By Elliot Scott, Towers Perrin Quick look Companies that find effective ways to reward salespeople who impact
More informationIrwin Mortgage Corporation Short Term Incentive Plan
Irwin Mortgage Corporation Short Term Incentive Plan 1. Purpose The purpose of the Irwin Mortgage Corporation Short Term Incentive Plan is to support the achievement of the Company's business and financial
More informationFiorano Partner Group Program Guide
Fiorano Partner Group Program Guide Document Outline A partnership with Fiorano represents a mutually beneficial relationship. Our program provides a predictable and clearly defined environment for you
More informationHow to Build a Dynamic Small Business Sales Team
How to Build a Dynamic Small Business Sales Team Ten Musts to Take Your Team from Good to Dynamic B uilding a structure and environment that allows average and star salespeople to excel is what will help
More informationZS Executive Summary
ZS Executive Summary Diamonds in the Rough: ZS Research on SMB Cloud Channel Preferences Three things tech vendors need to know of channel partners in defining cloud service programs for SMBs John DeSarbo
More informationThe Challenge for HR Professionals:
The Challenge for HR Professionals: Using workforce analytics to support business strategy and fact-based decision-making 2015 National EMSI Conference September 23, 2015 Welcome Lindsay Scott Principal,
More informationThe State of Human Resources Outsourcing: 2004 2005
The State of Human Resources Outsourcing: 2004 2005 Survey Results February 2005 Introduction Increasingly, leading companies in the United States see the value in building a strong working partnership
More informationEquity Compensation Session
Equity Compensation Session Current Environment & Hot Topics Current Environment for Executive Pay Evolution has replaced Revolution Executive pay decisions are more disciplined, better documented, and
More informationPaid Time Off Programs and Practices. research. A Survey of WorldatWork Members May 2010
Paid Time Off Programs and Practices research A Survey of WorldatWork Members May 2010 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601 Toll free: 877-951-9191
More informationWORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies
[ essential intelligence ] BUCK SURVEYS WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies Executive Summary Executive Summary Overview For the third consecutive year,
More information6/22/2012. Governance, cost management, transparency and fairness. Does your Performance Management Work? Simone Martina
Governance, cost management, transparency and fairness. Does your Management Work? Simone Martina 1 A Solid Platform Key Features Investment Experience since 1928 Pioneer Fund, the third oldest mutual
More informationHow to Become a Global Leader in Sales Incentives
Global Trends in Sales Compensation Sales compensation seminar W W W. W A T S O N W Y A T T. C O M May 31, 2006 Shanghai Jon Randall Director, Human Capital Group Singapore jon.randall@watsonwyatt.com
More informationWhen the vice president of sales wants. Sales Talent Through Partnerships. Attract, Deploy & Retain the Right
8 2012 The Magazine of WorldatWork Attract, Deploy & Retain the Right Sales Talent Through Partnerships By Garrett Sheridan, Axiom Consulting Partners, and James H. Killian, Ph.D., Chally Group Follow
More informationTitle: Are We Paying Our Financial Advisors Enough? Speaker: Peter Bielan. Time: Thursday, March 6, 11:30. Location: Ballroom 1
Title: Are We Paying Our Financial Advisors Enough? Speaker: Peter Bielan Time: Thursday, March 6, 11:30 Location: Ballroom 1 1 How Did We Get Here? Advisors are the key driver of our business How we pay
More informationSE Compensation: A Dozen Thoughts
SE Compensation: A Dozen Thoughts Mastering Technical Sales 2037 Trowbridge Drive Newtown, PA 18940 Phone +1-215-431-1552 John@masteringtechnicalsales.com www.masteringtechnicalsales.com John Care, Managing
More informationCompetitive Pay Policy
www.salary.com/hr Copyright 2002 Salary.com, Inc. Competitive Pay Policy Lena M. Bottos and Christopher J. Fusco, SPHR Salary.com, Inc. Abstract A competitive pay policy articulates an organization s strategy
More informationThe ROI of Incentive Compensation Management Making the Business Case
Incent Perform Grow The ROI of Incentive Compensation Management Making the Business Case Any organization looking to increase the accuracy, improve the efficiencies, and increase the analytic capabilities
More informationWhere CRM Falls Short and What to Do About It. Ron Siahpoosh
Where CRM Falls Short and What to Do About It Ron Siahpoosh Where CRM Falls Short and What to Do About It Ron Siahpoosh CRM software has the potential to transform companies by helping them strengthen
More information2013 Management Compensation Report for Not-for-Profit Organizations
2013 Management Compensation Report for Not-for-Profit Organizations CONDUCTED BY: PRM CONSULTING GROUP SEPTEMBER 2013 1814 13TH STREET, NW WASHINGTON, DC 20009 (202) 745-3700 WWW.PRMCONSULTING.COM People
More informationWhat increase in profitable revenue would your organization achieve if it consistently
Perspectives on Sales & Marketing Market Coverage & Sales Resource Optimization: Bringing Science to the Sales Force by Michael Moorman, Ladd Ruddell and Arun Shastri What increase in profitable revenue
More informationNEW ZEALAND 2014/15. salary & employment FORECAST. & construction
NEW ZEALAND 2014/15 salary & employment FORECAST property & construction ANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTION SFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUC
More informationTrends in 401(k) Plans and Retirement Rewards. research. A Report by WorldatWork and the American Benefits Institute March 2013
and Retirement Rewards research A Report by WorldatWork and the American Benefits Institute March 2013 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601
More informationThe 5 Essential Drivers of Successful Sales Compensation Plans
The 5 Essential Drivers of Successful Sales Compensation Plans By Thomas B. Wilson President, Wilson Group, Inc. Consider this story: A sales person arrives in a small foreign country that is a new market
More informationPharmaceutical Sales Compensation
Past, Present and Future With highlights from the Towers Watson/Synygy Survey of Strategic Sales Incentive Plan Design and Governance in the Pharmaceutical Industry By Elliot Scott Past, Present and Future
More informationPerception is Reality: The Importance of Pay Fairness to Employees and Organizations
Third Quarter 2013 Perception is Reality: The Importance of Pay Fairness to Employees and Organizations Fairness is in the eye of the beholder, and pay fairness is no different. The perceived fairness
More information2015 Sales Challenges Survey
2015 Sales Challenges Survey April 2015 The Sales Management Group LLC www.salesmgmtgroup.com David P. Wallace Peter H. Helmer phelmer@salesmgmtgroup.com 2015 Sales Challenges Survey Contents About The
More informationCopyrighted Material. managing. employee. health care. costs A COLLECTION OF ARTICLES FROM WORLDATWORK. Copyrighted Material
managing employee health care costs A COLLECTION OF ARTICLES FROM WORLDATWORK About WorldatWork WorldatWork (www.worldatwork.org) is an international association of human resource professionals and business
More informationThe Impact of CRM and Sales Process: Monetizing the Value of Sales Effectiveness
Call Center/Telesales Effectiveness Insights 2005 State of the Marketplace Review The Impact of CRM and Sales Process: Monetizing the Value of Sales Effectiveness Jim Dickie Partner, CSO Insights Boulder,
More informationNot All Partners are Created Equal: Developing Effective Compensation Plans
May 19-22, 2014, Toronto ON Canada Not All Partners are Created Equal: Developing Effective Compensation Plans Presented by Kristin Stark, MBA FM22 5/20/2014 1:00 PM - 2:30 PM The handouts and presentations
More informationprograms to offer a meaningful salary increase.
Use performancealigned compensation programs to offer a meaningful salary increase. 09 2015 The Magazine of WorldatWork Annual Salary Increases Is the Juice Worth the Squeeze? For a growing number of employers,
More information2012 Metrics and Analytics: Patterns of Use and Value. research. A report by WorldatWork and Mercer July 2012
2012 Metrics and Analytics: Patterns of Use and Value research A report by WorldatWork and Mercer July 2012 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601
More informationWhat s Your Sales Comp ROI?
What s Your Sales Comp ROI? Getting the Right Financial Impact from Your Plan The Sales Leadership Forum Reports Insights for Members of The Sales Leadership Forum www.thesalesleadershipforum.org www.salesglobe.com
More informationapples apples comparing Ensuring Integrity In Your Compensation Peer Group 4 07 The Magazine of WorldatWork QUICK LOOK
4 07 The Magazine of WorldatWork apples apples to comparing Ensuring Integrity In Your Compensation Peer Group By Blair Jones, Chip Thomas and Roger Brossy, Semler Brossy Consulting Group QUICK LOOK. Shareholders
More informationSales Compensation Discussion
Sales Compensation Discussion October 7, 2015 Eric J. Maurer Vice President emaurer@alexandergroup.com 312.469.5341 Atlanta Chicago San Francisco Scottsdale Stamford Agenda 1 Sales Trends in Manufacturing
More informationDriving Sales Growth Using Sales Performance Metrics
White Paper Driving Sales Growth Using Sales Performance Metrics The Hidden Treasure of Sales Performance Software Overview Achieving Breakthrough Sales Performance Achieving greater sales performance
More informationCERTIFICATION AND SUPPORT SALARIES
CERTIFICATION AND SUPPORT SALARIES PRODUCED BY THE ASSOCIATION OF SUPPORT PROFESSIONALS Published by The Association of Support Professionals 66 Mt. Auburn Street Watertown, Mass. 02472-3929 Telephone
More informationEffective Sales Incentive Plans QUARTER 2, 2004
Effective Sales Incentive Plans QUARTER 2, 2004 Overview The effectiveness of sales incentives and compensation from both the perspective of plan sponsors and plan participants remains elusive for many
More information62 nd Annual Retail & Small Business Banking Conference Using Retail Incentives to Drive Growth
62 nd Annual Retail & Small Business Banking Conference Using Retail Incentives to Drive Growth April 11, 2013 What We ll Be Covering Today What s Going on Right Now in Retail Banking? Expected Trends
More informationAn effective sales role job description defines each role across five dimensions:
Although sales leaders have long found traditional job descriptions developed by HR to be impractical and unhelpful because the sales job is often different in every region, many organizations are discovering
More information