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Setting Your C-Level Goals
As sales executives determine priorities for their business related to sales compensation, they need to set their C-level goals. These will define the major priorities for the organization that will be converted to the sales compensation plan. Those priorities provide clarity for how they will design the plan and the behaviors the plan’s going to drive in the organization. Once set, the C-level goals will force answers to the key questions that will lead to the program’s success.
Aligning Sales Compensation to Your Strategy
“I like to say that the comp plan is the caboose, not the engine,” says Doug Holland, director of HR and compensation at Manpower. “Compensation should never be driving the strategy. The strategy drives the compensation. It’s incredible, especially in times of stress, how that message can kind of get lost. Comp issues are often symptoms of bigger problems, and it’s the easiest, most tangible thing to look at. The challenge is, do we have the right job designs? Do we have the right people? Those are harder conversations. That’s often the struggle with comp plans.”

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Alastair was an executive with a global technology company and my host for a three-day meeting on sales strategy. “Our sales organization needs some inspiration, Mark. That’s what this meeting is all about. Getting them to loosen up and think differently about new ways to help the customer.”

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Read Chapter 1:Your Revenue Roadmap: Driving Your Sales Strategy with Compensation