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Design Consistency Sales compensation designs need to be customized to fit each individual selling role.

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She has found well-designed programs build trust, generate understanding and reinforce collaboration, while poorly designed systems do the opposite.

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.

Five Design Elements To design a partner program strategically, consider clarifying five key elements. 1) How do partners support or enhance the overall go-to-market (GTM) strategy for the vendor organization?

She is responsible for partnering with clients on a wide array of Compensation projects including base pay structure design, job architecture, incentive plan design, and compensation analytics.

Every Whole-Person Workplace has a different starting point and a different set of challenges.

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

This involves setting up systems based on clarified principles and strategies around: What “pay equity” actually means and setting up rewards processes that guide and sustain equitable pay decisions.

A VALUE-BASED APPROACH TO ANNUAL INCENTIVES There are two main considerations when designing a compensation plan: 1) what measures to use and 2) how to set the performance targets.