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Sales leadership faces a unique set of challenges today, including higher interest rates, talent scarcity and lagging digital transformation — all of which threaten to weigh down enterprise growth rates this year.

May an employer set a mandatory retirement age for employees?

Remote employees’ pay structure is determined by the office to which they are the closest.; ; ;Set pay rates based on the remote-work location of the worker, such as their home address.; ;Set pay rate based on the U.S. national level, adjusting upward for the remote-work location if in a more expensive geographic area.; ;Set all employee pay at the same level, irrespective of location.; Although you could structure your remote worker compensation as mentioned above, or perhaps a different way particular to your industry, be mindful that the approach you take is consistent and fair across all employees.After deciding your philosophy, let’s explore five best practices when determining how to pay remote workers.

Your approach to setting salary increase budgets should be taken with your organization’s financial and competitive situation in mind, rather than what you are reading in today’s headlines.

We have seen that companies, especially in the tech industry, are early adopters to AI-based quota setting and leverage AI models to set quotas or, at the very least, use AI-based market potential measures.

;Primary performance measure was set at 60% weight and recurring revenue performance measure was set at 40% to motivate sales salespeople mindshare to service, consumables and reagents sales.; The company provided intensive training and communication materials to educate and engage the sales force on the new plan.

Performance equity provides additional upside and/or downside leverage to traditional equity incentives based on set performance goals.

So we set out to quantify how common performance measures that we see in company executive incentive plans actually related to stock market performance over the last five years.

A leading approach here is to be explicit about the rationale, whether it’s a succession bridge or a play to lean into complementary skill sets, and set expectations for how the team will make decisions going forward.

However, it’s important to note that the research on employee participation in goal setting is mixed, with other research finding that supervisor-set goals are more powerful than self-set goals (CIPD 2016).