Theo Jimenez· Director of Benefits, Orchard & Vine
Asked in Sales Compensation ·
Mid-sized software company in the UK, roughly 85 account executives on a 50/50 mix. Today we pay 1.0x the base commission rate up to target, 1.5x from 100% to 150%, and 2.0x beyond that with no cap.
Our CFO thinks the second tier is too generous because 11 people went past 150% last year and total cost came in 9% over budget. The sales VP thinks cutting it will lose us the top performers. I suspect the real problem is quota quality rather than the multipliers.
What rates are others using above target, and how did you decide where the tiers break?
6 helpful · 1 agree · 5 replies · 259 views · 3 following
Accepted answer· by Theo Iversen
Before touching the rates, look at the attainment distribution. If 11 of 85 are over 150% and the median is well below 100%, the quotas are badly spread and no multiplier will fix that. If the median is near 100% and you simply had a strong year, the plan worked and the budget assumption was wrong. We test the plan against three attainment distributions before sign-off and show the CFO the cost at each. The overspend conversation then happens in November, not the following February.
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