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Helping managers understand how to lead, develop and set expectations in an AI-era context is where culture actually gets set at the team level.

Alan set upon building a better compensation solution by tapping into his 20 years of contacts in the comp space.

Potential customers are divided into segments, based on their needs and wants, and the organization decides how to customize its offerings to appeal to those different segments.

The reason this was happening centered on trying to put decision makers closer to the customer instead of all major decisions coming from corporate headquarters.

“As employees progress through their careers and earn additional pay through merit and promotions, pay decisions shift more toward market position, which is based on pay range, demonstrated skill sets and performance in the role,” she said.

This means building manager/leader capabilities, rethinking performance evaluations and goal setting, as the current capability and process are geared toward primarily managing an onsite workforce.

This allows for a single process to be run nationally.; ;Wrongfully reduced commissions to offset the costs of doing business.; ;Commission plans and rates once set should not be revised to account for increased costs and/or company overhead (presumably, salespeople have no impact on these costs).; ;If salespeople impact certain measures of profitability and leadership wants to hold salespeople accountable for their impact on profitability, place the profitability metric closest to what salespeople control (e.g., gross margin or “sales margin”) in the incentive plan as a metric with clear calculations.; ;Improperly reduced commissions earned after sales were booked based on criteria that it did not disclose to its employees.; ;Create clear metric calculations and document these calculations in the plan documents sent to sales employees.; ;There are situations in which adjusting credit is appropriate (such as customer contract cancellations after an incentive has been paid);

However, also consider the freelancers, consultants and solopreneurs who identify as self-employed, provide in-demand skills and set competitive rates.

These perceptions could be grounded in reality, but most often stem from a lack of understanding of how compensation is set and maintained,” Mason said.

Ultimately, Swift said, the responsibility for implementing best practices sits with the organization in terms of setting clear guardrails.