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The two methodologies are: Major Account Planning: Set quotas for each account using historical data, pipeline data, and account plan knowledge, and then roll quotas up to each assigned named account seller.

“Sales roles are traditionally incentive heavy, so increasing the base pay for these jobs is a way to appeal to a broader set of talent or offer more stability coming off from high impact economic fluctuations.”

Which peer sets and surveys define “the market” for each population?

The goal: Seasalt Cornwall set out to reshape the employee experience by overhauling its rewards and recognition package based on what workers had indicated was important to them, such as pay, well-being, work/life balance, coaching and recognition.

From Audible’s set of physical, mental and financial well-being principles to Hilton’s organizationwide “Courageous Conversations” that encourage belonging, data can help fuel a total rewards strategy based on broader employee needs and culture strengths.

We do our best to integrate work and life, but still there never seems to be enough time to accomplish all we set out to do.

If an organization has a policy that dictates ranges be set at average market levels and competitors adjust their structures, the structure should be adjusted to sustain that position relative to prevailing levels.

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ESG goals should be discussed within the context of annual and long-term goal setting to ensure your company doesn’t end up with competing priorities, ineffective incentive plans or unintended consequences.

“In our experience, strict mandates tend to be viewed less favorably by employees, as opposed to setting expectations and guidelines that allow for some flexibility and choice for employees — in other words, freedom within a framework,” said Lauren Mason, senior principal, career, at Mercer.