Design an Incentive Compensation system that rewards
both the SalesForce and the Company at the same time!
After 25+ years of experience working with over 1500 SalesForces,
Cura understands what key drivers insure long term success for
the company and how best to deliver them through sales incentive
system design.
ProFormax, Cura's Sales Incentive System Design process has been
perfected to help management not only improve the bottom line but
also insure that the right behaviors are recognized and rewarded
and that the SalesForce remains positively motivated to continue
to excel.
ProFormax - The 4 step process for pay - based on real
achievement
1. Develop Incentive Plan structure - The process
always starts with gathering the facts - not only about what
your company has done but also how it compares with industry
practice for similar positions. We can help you set key targets
for long term business success and translate them into measurable
sales objectives for your Sales team. We will work with you to
develop a total compensation structure that establishes the appropriate
balance between base and at risk compensation, is competitive
with industry behavior and positions you to attract and retain
top quality sales professionals. Finally, we can also help to
set up clear measurement tools to track performance and provide
current feedback to both the SalesForce and senior management.
2. Setting Objectives and Priorities - Once
the Incentive Structure is designed it must be clearly communicated
to and accepted by your SalesForce. We can help with the process
of gathering their input along the way and gaining their acceptance
once it's in place. Their comfort level will grow once they clearly
understand what's expected, the yardsticks for determining success
and how their performance both good and not so good will be recognized.
If these agreements and understandings are put in place up front,
the probability for success down the road is high!
3. Quarterly reviews - Feedback is the key
to insuring that efforts remain focused on achieving the targeted
results. Quarterly review sessions that are meaningful, constructive
and focused on YTD results achieved, priorities for the next
quarter and any changes in expectations are the best way to keep
the SalesForce motivated and increase the chances that there
are no unpleasant surprises at the end of the year..
4. Measurement, recognition, corrective action -
If the plan was properly structured, communicated and agreed
upon up front, and quarterly reviews that focused on performance,
priorities and expectations were held, the end of year discussions
will be a breeze. For those in the team that met or exceeded
expectations their rewards should easy to determine and communicate.
For those whose performance needs tweaking, corrective actions
must be clearly defined, expectations set and time tables for
improvement established.
The ProFormax process assures that total compensation is designed
to motivate the right behaviors from the SalesForce - behaviors
that will align with the company's objectives. Accountabilities
become clear from senior management through the individual sales
representative. At the end of the year, good performance rewards
the company with improved bottom line results and the Sales Team
with well earned and competitive compensation - everyone wins!
The Cura Group
"We build SalesForces with our clients."
