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Strategy and Vision in Sales Compensation, According to Experts

John Waldron, a seasoned compensation expert with over 25 years of experience, specializes in developing, implementing, and managing competitive compensation and benefits programs for various employee levels. Currently serving as the Director of Total Rewards – Global Compensation at PepsiCo, he oversees the Compensation Center of Excellence (CoE) responsible for frontline and sales compensation strategies for over 210,000 associates across six global business divisions.

In a conversation with Nabeil Alazzam, John discusses the evolution of sales compensation, exploring topics such as the impact of AI on sales compensation processes, the significance of strategy and vision in designing compensation programs, and the four key pillars of effective sales compensation design.

Listen to this episode of The Sales Compensation Show to learn:

  • The importance of strategic vision in sales compensation
  • Optimizing for the four pillars of sales compensation design
  • Using AI to empower your sales compensation teams

Three key takeaways:

#1: Have a strategic vision for your sales compensation process

In sales compensation, having a clear and well-defined strategy and vision is critical to the success of both salespeople and the overall organization. A robust strategy outlines the objectives, priorities, and key performance indicators (KPIs) that guide the sales team in achieving their targets. Without a clear strategy, there is a risk of misalignment between individual efforts and organizational goals, leading to inefficiencies, missed opportunities, and potential revenue losses.

A well-crafted vision serves as a guiding light, inspiring and aligning the sales force toward a common purpose. It provides a sense of direction and motivation, fostering a cohesive and dedicated team. Moreover, a clear vision enhances the transparency of sales compensation structures, ensuring that rewards are linked directly to the desired outcomes and behaviors. This clarity helps build trust among the sales team, as they understand how their efforts contribute to the overarching vision.

If you don’t have a strategic vision that you’re trying to drive and orient everything to, you’re likely to drift and waste time and resources.

John Waldron, PepsiCo

Furthermore, a thoughtfully developed strategy and vision act as dynamic tools that can adapt to market changes, technological advancements, and evolving customer needs. By regularly reassessing and refining these elements, organizations can stay agile and resilient in the face of uncertainties, maintaining a competitive edge in the marketplace. Overall, the importance of a clear strategy and vision in sales compensation cannot be overstated, as they form the foundation for a purposeful, motivated, and high-performing sales team, ultimately contributing to the sustained success of the entire business.

#2: Optimize for the four pillars of sales compensation design

Sales compensation design is a critical aspect of any business strategy, as it directly influences the motivation and performance of the sales team. Optimizing for the four pillars of sales compensation design—strategic, compelling, simple, and fair—ensures that the incentive structure aligns with organizational goals and fosters a positive and productive sales environment.

1. Strategic

Firstly, a strategic sales compensation plan is essential for aligning the efforts of the sales force with the overall business strategy. By tying compensation to strategic objectives, such as revenue targets, market share growth, or customer retention, companies can guide their sales teams towards activities that contribute most to the organization’s success. This strategic alignment not only motivates the sales force but also helps in achieving long-term business goals.

2. Compelling

Compelling compensation structures are pivotal for attracting and retaining top-performing sales professionals. A well-designed plan should offer competitive and enticing rewards that go beyond just monetary incentives. Recognition, bonuses, and non-monetary perks can contribute to a compelling compensation package, creating a sense of value and appreciation for the sales team. This, in turn, enhances job satisfaction and encourages individuals to put forth their best efforts.

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3. Simple

Simplicity in sales compensation design is equally important, as complex plans can lead to confusion and frustration among sales reps. A clear and straightforward structure ensures that individuals can easily understand how their efforts translate into rewards. A simplified design also facilitates effective communication, making it easier for salespeople to focus on their core responsibilities without getting bogged down by intricate compensation details.

4. Fair

Lastly, fairness in sales compensation is essential for maintaining a positive and collaborative team dynamic. A fair plan ensures that all sales team members believe they have an equal opportunity to earn rewards based on their performance. This transparency builds trust within the team and fosters a healthy competitive spirit, driving individuals to improve their skills and contribute to collective success.

In summary, optimizing sales compensation design for the four pillars of strategic alignment, compelling rewards, simplicity, and fairness is essential for cultivating a motivated, high-performing sales force. A well-crafted compensation plan not only enhances individual and team performance but also plays a vital role in achieving broader organizational objectives.

#3: Use AI to empower your sales compensation team

As John discussed, leveraging AI goes beyond automation; it holds the key to empowering sales compensation teams and revolutionizing their effectiveness.

By harnessing the capabilities of AI, sales compensation professionals can gain invaluable insights into complex data sets, enabling them to make more informed decisions and design incentive structures that truly align with organizational goals. AI can analyze vast amounts of sales performance data, identify patterns, and predict future trends, providing a foundation for creating nuanced and strategic compensation plans that motivate sales teams effectively.

Moreover, AI augments the decision-making process by offering real-time analytics and personalized recommendations. Sales compensation teams can utilize AI-driven tools to assess individual performance metrics, track sales reps’ contributions, and identify areas for improvement. This not only streamlines the evaluation process but also allows for the customization of compensation plans based on individual strengths and weaknesses. The result is a more agile and responsive sales compensation strategy that adapts to the evolving needs of both the market and the sales team.

I believe our focus with AI should be the empowerment of people, not just the automation of work.

John Waldron, PepsiCo

AI empowers sales compensation teams to focus on strategic thinking and creativity. Rather than being set back by routine tasks and data analysis, professionals can dedicate more time to devising innovative incentive structures and refining sales strategies. This shift from a purely operational role to a more strategic one not only enhances the value of the sales compensation function but also contributes to overall organizational success. In essence, by embracing AI as an empowering tool, sales compensation teams can elevate their role within the company, driving improved performance, increased motivation, and ultimately, greater revenue generation.

The Sales Compensation Show is brought to you by Forma.ai, the world’s first sales compensation platform designed around the agile methodology of CompOps. Find us by searching “sales compensation” on Apple Podcasts, Spotify, YouTube, and other streaming services.

To learn more about how Forma.ai can help design, execute, and optimize your sales comp strategy, start a conversation with us today.

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