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Fewer than a third of firms structure retention periods to last longer than two years, with the median now set between 13 months and 18 months.

And, of course, organizations also should have a plan for setting interim compensation plans .; By addressing risk mitigation at a more strategic and philosophical level, organizations will be better prepared to find and retain these key contributors while ensuring business continuity in the event of the unexpected.

“The skill set has evolved with the increasing importance of technology and data-driven decision-making

Instead of setting up for success in the future, these [short-sighted] strategies will have long‑term consequences.

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.; The next wave of talent is set to graduate college and enter the job market next month, and employers are set to pounce.

Quota Setting and Allocation Poor quota setting can be a significant driver of program cost overruns.

For WorldatWork Members ;Rewarding the Modern Sales Organization , Workspan Magazine article; ;Incentive Goal Setting is Becoming More Flexible , Journal of Total Rewards article; ;Sales Compensation Plan: Organizational Inventory , tool; ;Sales Performance Management , research; ;Sales Compensation Programs and Practices , research; For Everyone ;The Checkup: Diagnosing and Optimizing Your Sales Compensation Program , Workspan Daily article; ;Sales Comp Considerations: Choosing Between Individual, Team Measures , Workspan Daily article; ;Don’t Be a Sales Compensation Benchwarmer: 5 Paths to Pitch In , Workspan Daily article; Given the persistent economic volatility, increasingly cloudy financial targets and continuously evolving employee expectations around transparency, many organizations are re-evaluating how they drive alignment and motivation.

The good news is that there are ways to set apart the challenging aspects and frequent myths in order to objectively determine and deploy a solution that matches your organization’s needs and positively contributes to sales performance.

To continue our coverage on this subject, this article shares some key considerations to help compensation professionals who are involved in setting up their organization’s job architecture.)