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Sales compensation plans establish expectations, but getting salespeople to consistently perform beyond those expectations takes more than commissions and bonuses. Here are 10 strategies to help you design sales contests that generate incremental growth and keep your sales team engaged.
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The research is clear. If you inspire people, they are more likely to rise to the challenge. Cash compensates. Inspiration motivates. If you want people to stretch, don’t just ask what they want. Design a reward they can anticipate, experience, remember, and retell.
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Channel programs often assume the surest way to get more attention from partners is to put more money at the end of the sale. That logic made sense when vendors were competing primarily on payout. It’s much less useful now that partners are juggling nearly nine vendor programs on average, each asking for training, pipeline development, customer conversations, and other demands.
Webinar
Join Fernanda Portella Prieto, Director of Corporate Compensation and Recognition at IBM, and Amy Stern, Vice President of Employee Performance Group at BI WORLDWIDE, on November 4 at 12:00pm ET / 11:00am CT / 9:00am PT as they explore how IBM is evolving its global recognition strategy.
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Linus Pauling, the only person to win two unshared Nobel Prizes, was once asked how he generated so many breakthrough ideas. His answer was disarmingly simple: “The best way to have a good idea is to have a lot of ideas.”
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The best food experiences don’t end when the meal is over. They stay with people in the stories they tell, the traditions they keep, and the moments they remember.
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AI gives organizations more intelligence than they have ever had before. What people do with it is what determines the result.
Webinar
Watch this on-demand webinar to hear Dr. Mike Ahearne, one of the world’s leading experts on sales performance and compensation design, as he challenges thinking about incentives, contests, and spiffs and shows how leaders can design programs that motivate different segments of the sales force in different ways. You’ll learn how to:
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The stronger the alignment between capability and role requirements, the stronger the odds of performance. And when organizations understand why people succeed, they are better equipped to hire, develop, and retain the people who will move the business forward.
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Rewards and recognition for sales teams need to do something different than a traditional all-employee recognition program.
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Sales kickoffs are great at creating energy. The real question is whether that energy turns into changed behavior once sellers leave the room.
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Sales leaders have more ways than ever to motivate performance: compensation plans, SPIFFs, accelerators, recognition programs, contests, and more. Yet many organizations still struggle with a familiar problem: performance plateaus.