SALES COMPENSATION PLANS THAT WORK

Not sure how to pay your sales reps? We can help.

A well-designed and executed sales compensation program will:

  • Increase sales results;
  • Reduce turnover of key sales personnel;
  • Improve employee engagement;
  • Eliminate cost overruns; and,
  • Grow your bottom line.

We’ll work with you to custom design a sales compensation plan that attracts, motivates and retains the sales talent you need to drive the growth of your business.

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ABOUT TOPLINE

TopLine Sales Compensation Solutions is a North American consulting firm that transforms sales compensation into competitive advantage. So, why engage TopLine?

No Compromise

We do nothing but sales compensation. Throughout our engagements, research and professional development we direct all of our energy towards developing sales compensation plans.

What You Need, When You Need It

Whether you need a new plan by the end of the month, or for the start of the fiscal, our deployment flexibility and experience will deliver what you need when you need it.

Experience

We started designing and managing sales compensation programs in 1991. Since then, we have acquired considerable expertise in dealing with compensation programs.

Commitment

We incorporate a “post-project review” into every engagement and offer an Annual Maintenance Program to help keep you on track, year after year.

TopLine gives you the confidence of knowing that your sales compensation program is a well-managed, positive component of your overall sales and marketing strategy.

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WHAT WE COVER

What makes up a good sales compensation plan? We leave nothing to chance and address each of the following components to ensure your plan fits your needs precisely:

Market Benchmarking

We analyze market data for comparable roles to ensure you are paying the right amount to attract the right sales talent

Break-Even Analysis

We run the numbers to ensure your sales compensation plan is cost-effective and affordable. It’s a win-win!

Leverage

We determine the ratio of salary to variable pay that best matches your selling environment

Measure Definition

We identify the metrics – units or revenue or margin, etc. – that will best align salespeople with your business objectives. This may include individual and team measures

Payout Formulae

We develop the arithmetic to convert performance into compensation payments. This could be straight or tiered commissions, performance versus quota or other techniques and combinations

Overachievement Payouts

We define an attractive but cost-effective bonus structure to reward your top achievers

Underachievement Penalties

We establish clear performance standards and define whether and how poor performance will impact earning potential

Qualitative Bonus Structures

We identify opportunities for bonuses related to non-revenue accomplishments

Payment Event

We determine the event that should trigger a compensation payment, such as contract signing or invoicing

Payment Frequency

We identify the payment frequency which is best suited to your selling environment. This might be weekly, monthly, quarterly or annually

New Hire Programs

We create a program to help new salespeople transition seamlessly into their new roles

Documentation

We develop thorough documentation to ensure sales reps are absolutely clear on how they contribute both to the company’s success and to their own financial success

HOW WE DO IT

Effective sales compensation can be achieved only by developing a thorough understanding of the specific business context in which it operates. Therefore, we believe in working closely with our clients to tailor a plan that meets their needs precisely. This is a true consulting engagement, not a cut & paste of re-cycled concepts.

We follow a proven process:

Step 1

Project Planning

The first step will be to translate the project’s scope and deliverables into a clear project plan with milestones and dates, and to identify all required internal participants. Items such as meeting dates, roles & responsibilities, communication requirements, and governance will be addressed. Specific data and informational requirements will also be discussed to ensure we have the materials needed to undertake a thorough analysis of the current state.

Step 2

Discovery

This step includes a review of organizational charts, job descriptions, compensation and HR policy documentation, as well as current and prior year pay levels for all roles. We’ll also undertake some analytics to better understand the current landscape. This step may also include collecting insight on the current and future states from management through executive interviews. Interviews will cover a review of corporate strategy and objectives, critical success factors, as well as the prevailing business environment. Discovery will also include a market bench-marking exercise for select roles to provide insight into the competitiveness of current pay packages.

Step 3

Assessment

Building on the information and insight derived from Discovery, we assess the current state versus the desired future state. We identify the gaps and challenges that are faced, and what opportunities for change are available that will optimize your business.

Step 4

Design Recommendations

In this step, we develop detailed compensation program options for all in-scope roles, and together we will determine the preferred structure. We also provide advice on the timing, communication and change management required for a successful implementation.

Step 5

Final Review & Project Close

A meeting will be held to debrief on the recommendations, ensure all deliverables have been fulfilled, and that the project has been successfully completed.

CONTACT US

For more information or to arrange an introductory discussion, please fill out the form below and send us a message.