Tagged “incentives”
54 results in spaces you can access
- Sales CompensationFirst-line sales managers: pay on the team roll-up alone or add their own measures?Business services company in Paris, 16 first-line sales managers each leading six to nine sellers. Managers are on 65/35 and their variable pays entirely on the team's total against the sum of the teaKenji Yilmaz · 2 replies ·
- Executive Compensation · AnsweredCEO pay ratio jumped from 58:1 to 94:1 because of one vesting. How are you explaining yours?UK listed food retailer with around 31,000 employees, most of them hourly paid in stores. Last year's ratio at the median was 58:1. This year it is 94:1 because the first long-term award under the curDana Whitfield · 2 replies ·
- Executive Compensation · AnsweredShould unvested shares count towards an executive shareholding guideline?German listed automotive supplier. We introduced share ownership guidelines two years ago: 200% of base salary for the chief executive and 100% for other management board members, to be built up over James Okafor · 3 replies ·
- Sales Compensation · AnsweredWho has the final say on commission disputes at your organisation?Telecoms and managed services provider in India, about 400 sellers in enterprise and channel. Disputes over crediting and payout currently go to the regional sales head, who usually sides with their oPetra Jansen · 4 replies ·
- Executive CompensationAvoiding a second strike: what our shareholder engagement looked like in practiceAustralian listed healthcare company. We received a first strike two years ago with 31% voting against the remuneration report, mostly because of a retention grant and a bonus paid in a year of a profJames Okafor · 4 replies ·
- New Member WelcomeTwo months into my first reward job and I have inherited the sales commission planI joined a packaging machinery manufacturer in Bologna in August as its first reward specialist, about 1,400 employees. I came from HR administration and expected to spend the first year on grading anKiara Gupta · 2 replies ·
- Executive Compensation · AnsweredBuying out forfeited awards for an external CEO hire: how do you avoid overpaying?Canadian listed consumer goods company, C$6bn market cap. We are close to appointing a chief executive from a larger US competitor. She will forfeit unvested equity that her advisers value at US$14m. Dana Whitfield · 4 replies ·
- Executive CompensationWe dropped stock options from the LTI mix and I am not sure it was rightListed biotech in the US, roughly 450 people, one approved product and two in late-stage trials. Until last year executives received 60% options and 40% time-vested restricted stock. Under pressure frNadia Haddad · 5 replies ·
- Sales Compensation · AnsweredQuota relief when the sales cycle is 14 months and the plan year is 12?I look after sales compensation for a medical devices business in Germany, about 60 quota carriers selling capital equipment to hospitals. A typical tender runs 12 to 16 months from first meeting to pWren Zhang · 4 replies ·
- Sales Compensation · AnsweredHow steep should accelerators be once a rep passes 100% of quota?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. OTheo Jimenez · 5 replies ·
- Sales CompensationGetting a plan change through works councils in two countries: what I would do differentlyWe changed the sales incentive plan this year for 210 sellers in Germany and France at a laboratory equipment company. The design work took two months. Consultation took seven. I underestimated it badIsla Hoffmann · 3 replies ·
- Executive CompensationWhat three years of share price swings taught us about PSU vesting schedulesSharing a lesson from a listed specialty chemicals group in Germany, around 9,000 employees. Our 2022 PSU grant vested at 38% and the 2023 grant is tracking at 164%. Same management team, broadly the Priya Raghunathan · 4 replies ·
- Sales CompensationQuarterly quotas made our year lumpier, not smootherA lesson from a change I recommended and now partly regret. Building materials distributor in Germany, 130 field sellers. We moved from an annual quota with monthly commission to four discrete quarterPetra Lindqvist · 2 replies ·
- Sales CompensationI have come round to the view that caps cost more than they saveI defended caps for years. I work for an industrial equipment manufacturer in the north of England with 75 sellers, and we capped incentive at 200% of target for as long as anyone can remember. The reBianca Ferreira · 6 replies ·
- Sales CompensationTerritories redrawn in July: what happens to quota and deals in flight?Logistics and freight forwarding group in the Nordics, 95 sellers across Sweden, Norway, Denmark and Finland. Following an acquisition we are redrawing territories from 1 July, half way through the plWesley Iversen · 3 replies ·
- Executive CompensationRestricted shares in place of PSUs: simpler, yes, but is anyone really paying less?An opinion that may be unpopular here. I have now worked on three moves from performance shares to restricted shares at UK and Dutch listed companies. In each case the pitch was the same: halve the grPriya Raghunathan · 5 replies ·
- Pay Equity & Transparency · AnsweredIs pro-rating bonus and allowances enough to show equal pay for part-time staff?We are a regional bank in Spain with about 3,600 employees, 11% of them part-time and nearly nine in ten of those women. Base pay is pro-rated cleanly. The trouble is everything else. Our sales incentAdrian Bauer · 3 replies ·
- Sales CompensationIs a threshold at 70% of target defensible when half the team falls below it?Commercial insurance broker in the UK, 90 producers. Our new business bonus has a threshold: nothing is paid below 70% of the annual new business target, then it pays from the first pound once you areTheo Larsen · 1 reply ·
- Executive CompensationThe year our committee cut a formulaic bonus by a third, and how the conversation wentUK listed housebuilder, around 4,500 staff. Last year the bonus formula produced 82% of maximum for the executive directors. Profit was ahead of target, largely because land sales were brought forwardNadia Haddad · 5 replies ·
- Executive CompensationESG measures in the annual bonus: what weighting survives investor scrutiny?I am with a part state-owned listed utility in the Nordics. The annual bonus currently has 20% on non-financial measures: safety, employee engagement and customer satisfaction. The board wants to add Dana Whitfield · 4 replies ·
- Sales CompensationThe four charts I bring to the annual plan review, and the one I droppedEach October I present a review of the sales incentive plan to our executive team at a logistics software company in Australia, 150 quota carriers. Over the years I have cut the pack to four charts thIsla Walsh · 3 replies ·
- Global & MobilityOne global bonus plan, 31 countries, local targets: how do you keep the funding fair?I run rewards at an industrial equipment manufacturer with about 15,000 employees in 31 countries. We are replacing 17 local bonus schemes with one global plan: 40% group operating profit, 40% countryTheo Gupta · 4 replies ·
- Sales Compensation · AnsweredSetting quotas for a product line with no sales history and a forecast nobody believesUS medical devices company, around 180 sellers. In January we launch a new surgical product through a dedicated team of 20. Marketing's forecast for year one has changed three times since June and thePetra Pereira · 3 replies ·
- Sales CompensationWhat we changed about new-hire ramp after losing six reps in their first yearSoftware company based in Toronto, 110 account executives across Canada and the US. Our old ramp was a non-recoverable draw of 100% of target incentive for three months, then straight on to full quotaTheo Gupta · 4 replies ·
- Executive Compensation · AnsweredClawback triggers beyond a restatement: how far has your committee gone?I work for a mid-sized Canadian bank. Our clawback policy covers what regulation requires: a material restatement, and misconduct by the individual. The committee wants to widen it after an incident aDana Whitfield · 5 replies ·
