In a matured organization, how important is to align monetary compensation to sellers? Or would it be better a mix between financial, career, and winning mentality. If you were to agree on preferring a mix, would not be better to give excellent sellers a guaranteed salary (like some professional athletes) and use incentives to drive additional success?
I personally prefer leaning away from salary and more toward commission.
Curious how others feel?
@steven.schneiderman @greg.nishihira @francis.barrett @ran.haimoff Hey all! Tagging you in to see if you had any thoughts/opinions on @nicolas.lopez’s topic here?
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I’ve worked with mixed levels of bases and commissions. The easiest was $100K base + $100K commissions for a $1M quota. Today I have a much higher base, a $65M quota, and unlimited upside. Also, the benefits are the best in the world including free healthcare. There are also a litany of sales contests all year long which can significantly improve your upside. Big cash for good sales pitches, laptops, trips, etc.
At the end of the day, though, I want my salespeople to be self-driven and highly competitive. I do think more experienced people need a higher base as their value is tenfold back to the organization (culture, mentoring) and customers. It’s almost a sign of respect for their experience, talents and gifts. It’s what you pay them to get out of bed in the morning to join your fight for market share.
Excellent sellers will always find a way to make the money they want no matter what the base. We are warriors.
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