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^{SALESPERSON COMPENSATION PLANS}

^{There simply isn’t a one-size-fits-all approach for paying salespeople.}

Compensation planning for salespeople is a tricky proposition for nonprofits. With the right plan, you’ll motivate your salespeople to produce the targeted sales you need to achieve your organizational goals. A poorly conceived plan will trigger your sales team to focus their energy on the wrong activities and destroy your annual plans. The stakes are high. One thing is for sure - it’s imperative to tie the sales results you desire to a meaningful compensation plan.

^{Sales compensation directly impacts your ability to achieve organizational goals and mission.}

Compensation models vary widely. The objective is to implement the right configuration of drivers that motivate your salespeople to make sales that are aligned with organizational goals. The value that you place on certain performance measures will vary based on your particular circumstances, but the theory is to reward performance that supports long-term organizational growth.

^{The ideal plan doesn’t merely motivate salespeople to sell more. You need a strategic focus that aligns compensation with your overall strategy and goals.}

Compensation is arguably the most essential component of your sales plan. Don’t leave it up to chance. Holman Brothers can customize your compensation plan with the optimal balance of compensation metrics that stimulate the organizational growth you need. Key features include:

• Strategic Fit. Compensation program that directly supports your organizational strategy by motivating the right kind of behavior.
   
• Performance Measures. Objectives and targets that motivate sales performance in the areas that are in the best interests of the organization.
   
• Ideal Compensation formula. A variety of compensation concepts will be considered to establish the best fit for your particular circumstance and growth goals.
   
• Policies and Guidelines. Outline of salespeople and organizational expectations and responsibilities.
   
• Administration. Fine points on how and when compensation is earned and how you will resolve questions or conflicts over sales compensation.

^{High performance sales culture.}

• _{Engaged and motivated salespeople.}
   
• _{Your salespeople know where they stand and what they need to accomplish at all times.}
   
• _{Drive appropriate sales effort in all areas.}
   
• _{Free your sales leader to become more effective and influence strategic outcomes.}
   
• _{Sales managers know where their entire sales team stands and what needs to be accomplished at all times.}
   
• _{Salesperson performance against compensation metrics provides insight for coaching and corrective action.}
   
• _{Identify, attract and retain salespeople that fit your plan.}
   
• _{Increased revenue and organizational growth.}

^{We're Easy to Talk With, Contact Us Today!}