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By David J. Cichelli

Compensating the revenues strength is a uniquely jargon-free, how-to advisor to all significant revenues repayment strategies and formulation. utilizing real-world examples, guru David J. Cichelli: is helping readers opt for the perfect reimbursement procedure for his or her company presents step by step counsel to enforcing quite a few ways Simplifies the mathematical formulation which are a thorn in so much manager's aspect

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Compensating the Sales Force: A Practical Guide to Designing Winning Sales Compensation Plans

Compensating the revenues strength is a uniquely jargon-free, how-to advisor to all significant revenues repayment thoughts and formulation. utilizing real-world examples, guru David J. Cichelli: is helping readers choose the perfect reimbursement procedure for his or her enterprise presents step by step tips to imposing a number of ways Simplifies the mathematical formulation which are a thorn in so much manager's aspect

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Extra resources for Compensating the Sales Force: A Practical Guide to Designing Winning Sales Compensation Plans

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Program assessment: Regular assessment tests the sales compensation program for success. Numerous assessment methods examine strategic intent, competitiveness of pay, management utility, and sales force motivation. Audit and legal review: Finance audits and legal reviews keep the sales compensation program compliant with company guidelines and policies. TLFeBOOK 38 Chapter Three Whether you have a sales department of five sales representatives or a large sales department of 5,000 sales representatives, each of the above-mentioned program accountabilities exists in your organization.

Some might be paid with a discrete performance/payment period while others might be paid with a cumulative period-to-date performance/payment period. TLFeBOOK 34 Chapter Two Sample Performance/Payment Period Policy: Sales personnel are responsible for year-to-date sales performance. More frequent payouts can be made on a cumulative year-to-date basis. Your Performance/Payment Period Policy: Summary To effectively manage sales compensation, a company needs to establish preferred principles regarding plan eligibility, target total cash compensation, pay mix and leverage, performance measures and weights, quota distribution, performance range, and performance and payment periods.

In our view, other variables can explain the existence of unique sales compensation designs but job content can best explain the construct of most sales compensation plans. Perhaps a storyboard will help illustrate how sales compensation design logically flows from job content: “Okay, Ms. “We have an excellent sales territory for you. You will be calling on small businesses in 43 Copyright 2004 by The McGraw-Hill Companies, Inc. Click Here for Terms of Use. Your job is to sell telecommunication services to customers already using the major carrier in the market.

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