Audio Conferences

  December 12, 2006 at 02:00PM ET

Your sales compensation structure is crucial. There are few other positions in an organization where the relationship between strategy and reward is quite so direct. But effectively rewarding sales performance requires a lot more than just commission-plus-bonus.

There are many elements to take into account: sales volume, product mix, new accounts, service, tenure and teamwork to name a few. Set the bar too low, and your sales team won’t work hard enough; too high, and they will be discouraged.

Join IOMA and our panel of Hewitt Associates sales performance and compensation experts for a rigorous discussion on developing a complete performance-based reward system for your sales team that delivers results.

Dial in and Learn:

• All the aspects of the total reward framework available to you that attract, motivate and retain solid sales performers
• How to make sure you have the right "linkage" between pay and performance
• What role do long-term incentives play? Merit increases?
• How to correctly set target pay, and establish effective caps
• If recognition, spiffs and contests are effective in motivating the right behaviors and results
• How to track and assess the effectiveness of sales performance measures
• How to develop incentive pay differentials that truly motivate your top performers
• How to balance team-based incentives with individual incentives
• What to pay a "meets expectation" sales rep, or what the right salary-to-incentive mix is
• What "best practices" can we learn from in this area?

Featured Faculty

Rob Bentley
Hewitt Associates
Mr. Bentley manages the sales force consulting practice and is senior consultant in sales force incentive design in the Chicago office of Hewitt Associates.

Brian Sinclair
Brian is a principal and senior consultant in Hewitt Associates’ Talent and Organization Consulting practice and a leader of Hewitt’s Sales Force Effectiveness group. Brian has extensive experience developing solutions to improve the effectiveness of clients’ sales human resources, in linking rewards to business strategy, and in motivating people to perform through effective sales compensation program design.