HARDISON’S TIPS – MAY 4, 2021 – WHAT DO YOU NEED TO KNOW ABOUT COMMISSION SALES
Did you know 43% of workers would be willing to leave their companies for a 10% salary increase?
Compensation is an important factor in attracting and retaining employees, especially in sales. Imagine if almost half of your sales team left the company because of a poorly designed compensation plan.
The results wouldn’t be pretty.
If your sales organization is struggling to strike a balance between company requirements and the compensation needs of employees, it’s likely time to reevaluate your compensation plan and commission structure.
As a salesperson, it’s valuable to know what types of commission plans are available and what salary and commission rates you should look for from an employer.
Luckily, I’ve compiled some resources for you to determine the best sales commission structure for your sales team or yourself. Ready to learn more?
Sales commission is a key aspect of sales compensation. It’s the amount of money a salesperson earns based on the number of sales they have made. This is additional money that often complements a standard salary.
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1. Don’t cap salaries.
Capping salaries decreases the earning potential of your salespeople. Sales management should be supportive of their team and want individuals to make as much as possible in return for their hard work.
2. Do it right the first time.
In sales compensation, there isn’t room for do-overs. Introducing a new compensation plan moves your sales team’s goals and targets, diminishing your reps’ morale and motivation.
3. Keep it simple.
Make your compensation and commission plan clear. Not only will this make the commission structure easier to implement, but it will also ensure there aren’t any loopholes in the plan. A salesperson should be able to fill in the blanks: If I do X, then I will make $Y.
A sales commission structure outlines how much an organization will pay its salespeople for each individual sale. When planning a commission structure, sales leaders should consider factors like how much of their budget they can allocate for commission, how much they’ll pay for different levels of sales output, employees’ base salaries, and any potential bonuses or incentives they’re willing to include.
So, what commission structure should you choose? Well, there are a few to pick from. Common structures include:
1. Base Salary Plus Commission
With this plan, salespeople are provided a base salary with commission. The standard salary to commission ratio is 60:40, where 60% is fixed and 40% is variable.
This structure is ideal for companies where sales rep retention is critical to the success of the sales organization. The company is actively investing in the success of the rep while incentivizing their performance.
2. Straight Commission Plan
With this plan, sales reps’ income comes directly from the sales they earn. There is no base salary.
This structure is ideal for startups with not a lot of capital because the sales rep assumes the risk by giving up the security of a steady salary. High-performance sales reps can thrive in these environments, but be prepared to experience the difficulty of maintaining stability in roles with commission structures like this.
