Sales compensation plans are meant to be powerful tools to influence revenue behaviour. But while organizations will invest considerable resources into designing incentive plans, precious little attention is paid to actually executing those plans at scale. What’s achievable with a handful of sellers breaks down when you have to payout hundreds or thousands of individuals
We’ve built incentive design plans around attracting, motivating, and retaining talent to drive changes in sales behaviour and support revenue growth for decades. Old school plans that worked 5 years ago will not work in 2026. Factors such as market volatility, hybrid selling teams, AI powered buyer journeys, and distributed revenue “ownership” across the organization
Sales compensation used to be an operations-focused payout execution function. Today, it’s a strategic revenue lever. Unfortunately, spreadsheets, email approvals, and offline scorekeepers are still commonplace for commission calculations and payouts. What was once considered acceptable for smaller teams has become a dangerous revenue governance risk. Manual commission administration leads to compliance gaps, financial exposure,
Over the last few years, Sales incentive governance has come a long way. By 2026 most organizations have crossed the chasm deciding if annual plans “work” or not. We now know they don’t if your plan is static, you can’t expect to drive predictable revenue in a dynamic market. Sales leaders have shown discipline upgrading
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