Sales Comp Showdown

We surveyed 100 top revenue & sales compensation leaders to uncover where they agree and disagree on sales comp planning, design, and rollout.

Input from 100 top sales comp & Revenue Leaders

Let the Showdown Begin!

Sales compensation planning, incentives, and rollout can look very different depending on who’s in charge: revenue leaders or comp leaders. But one thing is certain – the strategies behind sales comp play a pivotal role in shaping an organization's success.

The Sales Comp Showdown compares different perspectives from 100 revenue and comp leaders on the nuances of sales comp planning, design, and rollout. Based on results from a survey conducted by Forma.ai, it aims to shed light on where these key stakeholders agree and disagree.

Whether you're on the revenue side or deeply involved in compensation strategy, you can use this guide to anticipate where there might be consensus or contention with your comp planning counterparts to better prep for your next strategic planning session.

Med device company plans sales comp 400% faster and eliminates payout errors by 16%

“What is amazing about Forma.ai is that internally, we don’t need the skills to configure a comp tool or our data – Forma.ai’s automation helps us do this and turnaround changes much faster than we would ever be able to with any other ICM platform.”

Sales Compensation Leader
Fortune 500 medical device company

Forma.ai saves Procom >$1M and helps scale ICM process with 33% less resources

"Quote"

Wendy Kennah
Chief Operating Officer, Procom

Seamless ICM automation

"Forma.ai has significantly cut down the time and resources required for processing the team's commissions."

Darrious Duffin
Director, Sales Ops and Service Delivery, Ritter Communications

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“By optimizing our entire sales comp operation with Forma, our revenue has grown significantly, while reducing costs by 94%.”

Jenny Alblasser
Sales Comp Manager at Stryker

Plan Design Ownership  

Disagree

Who should be the ultimate owner of sales compensation plan design at an enterprise org?

Human Resources
Finance
RevOps/SalesOps
Sales Leadership
Comp Leaders
5%
5%
Human Resources
5%
7%
7%
Finance
7%
72%
72%
RevOps/​SalesOps
16%
16%
Sales Leadership
Revenue Leaders
7%
7%
Human Resources
7%
4%
4%
Finance
4%
14%
14%
RevOps/​SalesOps
75%
75%
Sales Leadership
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Plan Design Process Length  

Disagree

How long should the sales compensation design process take at an enterprise org?

1-2 weeks
2-4 weeks
1-2 MONTHS
2-3+ months
n/a
Comp Leaders
5%
2%
1-2 weeks
2%
11%
11%
2-4 weeks
38%
38%
1-2 MONTHS
48%
48%
2-3+ months
48%
2%
N/A
2%
Revenue Leaders
18%
18%
1-2 weeks
32%
32%
2-4 weeks
39%
39%
1-2 MONTHS
11%
11%
2-3+ months
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Comp Plan Adjustments

Disagree

How often should you adjust your comp plan based on actual spend & effectiveness data ?

monthly
quarterly
bi-annually
annually
n/a
Comp Leaders
5%
2%
monthly
2%
8%
8%
quarterly
25%
25%
bi-annually
64%
64%
annually
48%
2%
N/A
2%
Revenue Leaders
11%
11%
monthly
11%
11%
Quarterly
43%
43%
bi-annually
36%
36%
annually
Get the Full Data & Analysis

In your opinion, what is the cost of a bad comp plan?

Employee retention and lack of motivation. Misalignment with personal and company goals. Friction between leadership and the sales team."
Bob Spina
VP Global Enterprise Sales
The cost of a bad comp plan is most tangible where limited upside drives high performers to quit, while rewarding for low performance.”
Kenny Smith
Sales Incentive Plan Design Lead, Red Hat

Frequency of SPIFs

Agree

How often should you launch and use SPIFs 
to drive behavior?

Options: Monthly, Quarterly, Bi-Annually, Annually
Comp Leaders
Top Answer
Quarterly - 59%
2nd Answer
Bi-annually - 20%
REvenue Leaders
Top Answer
Quarterly - 50%
2nd Answer
Bi-annually - 14%
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Non-Monetary Incentives

Agree

Which non-monetary incentive is most impactful for sellers?

Additional Time Off
Experiential Rewards (e.g., President's Club)
Physical/​​​Tangible Gifts
Public Recognition/​Praise
Title/​​Responsibility Promotion
N/A
Comp Leaders
5%
3%
Additional Time Off
3%
66%
66%
Experiential Rewards (e.g., President's Club)
5%
5%
Physical/​Tangible Gifts
5%
15%
15%
Public Recognition/​Praise
11%
11%
Title/​​Responsibility Promotion
Revenue Leaders
7%
7%
Additional Time Off
7%
50%
50%
Experiential Rewards (e.g., President's Club)
4%
4%
Physical/​Tangible Gifts
4%
29%
29%
Public Recognition/​Praise
7%
7%
Title/​Responsibility Promotion
28%
4%
N/A
4%
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SPIF Budgeting

Agree

What % of total sales comp budget should be reserved for SPIFs?

Note: Respondents answered on a scale of 1 to 100%. Averages shown.
Comp Leaders
8%
Revenue Leaders
12%
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Base/Variable Splits

Agree

What % of a new business reps’ (aka “Hunters”) comp should be variable?

Note: Respondents answered on a scale of 1 to 100%. Averages shown.
Comp Leaders
49%
rEvenue Leaders
45%
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Team-Based Incentives

Agree

Do team-based incentives work for sales teams?

No, they don't work
Yes, but only for certain sales roles
Yes, they work for all sales roles
Comp Leaders
20%
20%
No, they don't work
77%
77%
Yes, but only for certain sales roles
5%
3%
Yes, they work for all sales roles
3%
Revenue Leaders
25%
25%
No, they don't work
50%
50%
Yes, but only for certain sales roles
25%
25%
Yes, they work for all sales roles
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What are the characteristics of SPIFs that work well?

Effective SPIFs have a birthday and date of passing, and ideally they are very short-lived. You want your sales team to be ‘mourning’ the end of the SPIF and wanting for more.”
Leo Rocha
Head of Incentive Design & Governance, Moody's Analytics
Spiffs that work well are simple and incremental to the plan. Ones that are just that little extra behavior or ask are the most successful.”
Christopher Goff
Sr. Director, Sales Compensation, Labcorp
Easy to understand. Accessible, existing data is available to track performance. Yields results, AKA moves the needle."
Gretchen Moore
Director, Sales Compensation, Yahoo!

Plan Rollout Ownership

Agree

Who should be the ultimate owner of rolling out the sales compensation plan to reps?

Human Resources
finance
RevOps/​SalesOps
Sales Leadership
Comp Leaders
5%
2%
Human Resources
2%
25%
2%
Finance
2%
46%
46%
RevOps/​SalesOps
51%
51%
Sales Leadership
Revenue Leaders
11%
4%
Human Resources
4%
11%
11%
RevOps/​SalesOps
86%
86%
Sales Leadership
Get the Full Data & Analysis

Rollout Timing

Agree

When is the ideal time to share the new comp plan with sales?

Prior to sko
during SKO
Right After SKO
Comp Leaders
49%
49%
Prior to sko
38%
38%
during SKO
13%
13%
Right After SKO
Revenue Leaders
50%
50%
Prior to sko
32%
32%
during SKO
18%
18%
Right After SKO
Get the Full Data & Analysis

Plan Feedback from Reps – Satisfaction

Disagree

When is the best time to survey reps to gauge satisfaction with the comp plan?

within a month of roll out
Within a quarter of roll out
6 months after roll out
right before designing the next comp plan
Comp Leaders
5%
2%
within a month of roll out
2%
31%
31%
Within a quarter of roll out
33%
33%
6 months after roll out
34%
34%
right before desiging the next comp plan
Revenue Leaders
29%
29%
within a month of roll out
39%
39%
Within a quarter of roll out
14%
14%
6 months after roll out
18%
18%
right before designing the next comp plan
Get the Full Data & Analysis

Plan Feedback from Reps – Understanding

Agree

Should a sales rep's understanding of the compensation plan be formally tested?

No, rolling it out and communicating it is enough
Yes, every rep should go through a knowledge check
Comp Leaders
31%
31%
No, rolling it out and communicating it is enough
69%
69%
Yes, every rep should go through a knowledge check
Revenue Leaders
46%
46%
No, rolling it out and communicating it is enough
54%
54%
Yes, every rep should go through a knowledge check
Get the Full Data & Analysis

Comp Planning Bottlenecks

Agree

What is the biggest bottleneck to launching new comp plans and quotas on time?

Design and testing time
Stakeholder alignment
System Limitations
Comp Leaders
10%
10%
Design and testing time
77%
77%
Stakeholder alignment
13%
13%
System Limitations
Revenue Leaders
7%
7%
Design and testing time
7%
72%
72%
Stakeholder alignment
21%
21%
System Limitations
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What’s one lesson you learned the hard way around rolling out sales comp plans on time?

No matter how many sessions you run or number of times you've explained something, sellers will interpret the content the way they want, or not absorb it at all.”
Rick Butler
VP, Global Sales Compensation, ServiceNow
Be sure to involve finance business partners and sales leadership early and often. Use a change management framework and process.”
Meredith Noyes
Director, Sales Compensation Programs, Autodesk

Say hello to the future of Sales Performance Management

The only AI-powered sales planning and incentive compensation platform.

One intuitive platform for every team member

Connected sales performance management

Forma.ai provides a central source of truth for Sales Performance, allowing rapid and agile planning and execution across territories, quotas, and incentive compensation.

Plan and deploy

Use our end-to-end platform to design and optimize territories, quotas, and compensations plans and deploy them rapidly.

Leverage analytics

Access intelligent models within our analytics dashboard to optimize all your SPM components and drive revenue.

Never build another formula

Forma.ai automates rule building using AI.  Type your changes into a prompt and let Forma.ai configure the rules, freeing you from manual configuration.

Next-gen automation

Automate period-end exceptions, plan launches, and all incentive calculations in between by processing changes instantly.

Optimize and test

Evaluate the impact of quota, territory, or plan changes, and deploy them instantly for maximum results.

Motivate your team

Drive more output and sharpen focus from your sales team with precise incentive plans, optimized SPIFs, competitive leaderboards, and more.

Generate trust

Always pay on time and reduce disputes with complete accuracy and transparency using customized dashboards.

Optimize comp plans

Build comp plans that capture more revenue using our AI performance models and best-in-class benchmarks on comp plan design.

Track, predict, and govern

Ensure auditability and predictability of changes, payouts, and spend to uphold enterprise compliance standards and effectively manage risk.

Bulletproof forecasting

Forma.ai’s suite of Performance Reports help automate mission critical financial reporting and predict sales compensation spend with confidence.

Ensure low TCO

As a comprehensive and automated solution, Forma guarantees enterprises the lowest Total Cost of Ownership.