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Sales Force Compensation - X Marks the Spot
Compensation is usually simpler than most companies make it. Most companies seem to either over compensate or under compensate on salary. Most companies tend to do the same with commissions.
Salesperson ROI - How Long Must They Stick to Pay Off? Part 1
Is there a connection between sales success and tenure? Is it really a given that a successful salesperson will stick around longer than an unsuccessful salesperson?
Failure: Cost or Investment?
Do you consider failure a loss or an investment? Whether you realize it or not, your perception influences your management style. How? That's what this article is designed to tell you.
Keeping Your Variable Compensation Programs in Compliance with the FLSA
Ever wondered how to keep your bonus/incentive programs within the FLSA guidelines? Then this is all you need.

Compensation Definitions: More Must Knows For the Entrepreneur
As an entrepreneur you must be a jack of all trades at times. As your business grows, you will need to become at least minimally versed in the area of compensation. After all, paying people is a key to keeping them around. This article will deal with some of the terminology used when describing a compensation program.
Compensation Definitions: Basic Must Knows for the Entrepreneur or Employee
Have you ever been in a staff meeting or other location and had a visit from a Human Resource Professional to discuss Compensation? Or maybe you’ve inquired about salaries or hourly rates – and have you been bombarded with terminology. Here are some basic compensation terms with definitions that will help you sail through those meetings looking like the entrepreneur that you are.

Other compensation program Related Articles

Ask the Expert: Partner and Alliance Manager Compensation
The debate continues to rage about the best compensation structure for partner managers. Recently BMG sat with a round table of chief executives, financial and alliance officers to discuss the merits behind the plethora of compensation structures available. The group didn’t agree on salary figures, commission percentages or bonuses, yet they did agree on one thing: the compensation structure MUST create the right motivation and this falls into two camps: strategic or tactical.

Compensation Definitions: More Must Knows For the Entrepreneur
As an entrepreneur you must be a jack of all trades at times. As your business grows, you will need to become at least minimally versed in the area of compensation. After all, paying people is a key to keeping them around. This article will deal with some of the terminology used when describing a compensation program.
Choosing A Profitable Affiliate Program
An affiliate program is where you can market the services and various products that a company offers, and earn compensation from the commissions from each item that is successfully sold. This is a great way to make some extra cash.
What we Think About Sales Motivation is All Wrong
The bottom line - for your salespeople - is that everyone is different; everyone is motivated by different things and for those who are clearly motivated by money, and where you have a clear goal and focus for them, their compensation should and must be commission based. When you have people who are motivated more by recognition, awards, competition, time-off, public service, or philanthropy, your compensation program should be flexible enough to compensate them in an appropriate manner too.
Compensation and Performance
Does compensation really drive top performance? Well we've certainly seen a lot of people being paid a lot of money for not performing so what's up? If you have someone who is the right person for the job and they have shown promising results then it is probably a good investment to up the compensation. But compensating the wrong person is never going to make them the right person for the job. And your results will suffer in 9 different ways. What questions should you be asking yourself as you consider executive compensation approaches?
Show Me The Money - Network Marketing Compensation Plans Compared
There are so many network marketing companies to choose from, how do you decide which one has the best compensation plan? By understanding how the top three or four compensation plans work, you will be on your way to making an educated decision that will put you on the path to success.
Sales Compensation Plans: Improve Your Plan to Boost Your Profitability
Everywhere I go, CEOs complain that their sales compensation plans don’t seem to work as well as they had hoped. A bad sales compensation plan effectively converts “pay-for-performance” into “pay-for-non-performance.” If your sales incentive plan doesn’t create a win-win-win-for you, your salesperson and the customer-it is bound to fail sooner or later. Here are six key features of a winning sales compensation plan.
Sales motivation and Compensation Planning
Performance based compensation works very well as a means of motivating sales people. Sales people who are paid commission, tend to be guided by their compensation plan. Read this before you redesign your sales compensation plan.
Salary Budget Projections of 2012
It’s that time of the year when Human Resource professionals are asked by senior management to provide compensation program budget projections for the upcoming fiscal year. Two authoritative sources are now available: the WorldatWork 2011-2012 Salary Budget Survey and the Mercer 2011/2012 Compensation Planning Survey.
Incentive Compensation Plans that Work
A carefully designed, well executed incentive compensation program will enable a company to attract, motivate and reward top-notch employees. It will also sustain a creative, performance-driven work environment, as well as support behaviors that align with the organization's business objectives, marketing goals and overall strategies. The article reviews the characteristics of a successful incentive compensation program including the requirement that the plan be integrated into overall business objectives, business processes, and financial/accounting practices. Areas discussed include setting up a compensation program, aligning it with multiple strategies, determining quantifiable results, and linking it to a clear payout formula and timeline.

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