As sales organizations grow through mergers, acquisitions, or the expansion of product offerings and customer segments, they often end up with diverse, complex, and sometimes convoluted incentive programs. Eventually, the idea of simplifying these plans becomes overwhelming.

In this session, we will explore the key factors that contribute to this complexity and offer a step-by-step approach to transforming your sales compensation structure. We’ll cover the creation of a dedicated core design team, how to develop a template and set design criteria, and identifying the initial sales group to address first.
The simplification approach will guide decisions around roles, base/incentive mix, performance metrics, weighting, and plan structure in a streamlined model.
Next, we’ll focus on creating plan design standards that complement the simplified model and clarify role expectations. The syndication model will show how to roll out the new designs across all groups, ensuring participant enrollment and buy-in. Finally, we’ll discuss how to automate this simplified system, reducing administrative burdens while boosting sales focus and results.

Key Takeaways

• Identify where to begin your sales compensation transformation and which roles or teams to prioritize first for maximum impact
• Apply a proven audit framework and templated methodology to simplify complex plans and uncover hidden inefficiencies
• Leverage standardization and cross-functional syndication to drive consistency in design, performance expectations, and automation across the organization