Incentive plans effectively motivate sales teams when they focus on rewarding appropriate behaviors. Significant company budgets are often wasted on incentive programs that fail to...
Sales operations teams all over the world are being challenged to build incentives that will change with sales patterns and changing markets. Asia-Pacific and Japan (APJ) offers an attractive a model of agility and creativity in sales compensation design. With input from APJ counterparts, sales operations teams can develop roadmaps that not only inspire employees but also keep up with changing market demands.
1. Embracing Customization for Local Dynamics
APJ sales teams are the masters at local market specific plan design. For instance, in Australia it is usually rewarding long-term customers but in Southeast Asia it can be focused more on fast customer acquisition. This localization guarantees relevancy and engagement. Sales in other regions can use the same approach by monitoring regional sales dynamics and tailoring compensation packages based on the market.
2. Incorporating Agility into Plan Design
Compensation plans at APJ tend to be updated quarterly as market dynamics change and new sales priorities. For example, after the recovery from the pandemic, a lot of APJ organizations put in short-term accelerators to inspire teams to re-build pipelines. This agility keeps sales teams agile with changing business objectives. The global sales operations can mimic this with daily review cycles backed by live sales data.
3. Rewarding Digital and Behavioral Transformation
APJ companies are the first incentivising use of digital tools and desirable sales behaviours. For instance, one of the biggest tech companies in Japan offered rewards for CRM updates that were correct — to promote data hygiene and accurate forecasts. In a similar way, incentives for adoption of virtual selling tools have also accelerated in APJ markets. Sales departments in other markets can emulate this to kick-start digital transformation efforts.
By following APJ’s dynamic model, sales operations can make sure that their compensation models are staying up to date with what’s working to maximize performance, keep top talent, and accommodate a constantly evolving business.
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