FREE 10+ Sales Commission Plan Samples in MS Word | Google Docs | Apple Pages | PDF

Great commission structures and sales compensation plans must accomplish a lot. Employees in customer-facing roles should be fairly compensated through a good compensation plan and sales commission structure. It must incentivize specific behaviors and actions that serve both the company’s and the customer’s interests. Of course, a strong sales compensation plan with generous sales commissions is required to motivate sales reps to achieve goals that help the company grow while maintaining a profit margin.

10+ Sales Commission Plan Samples

Sales is a highly competitive field. Salespeople must constantly outsell the competition in order to propel your company forward. You must also reward your salespeople for their victories in order to ensure that they continue to give their all in every battle.

Sales commissions play a role in this.

• A sales commission plan is a financial incentive for salespeople to meet their sales targets. The goal is simple: incentivize salespeople to achieve more than a target they’re comfortable with in order to grow your sales and business.
• The sales commission structure you create for your company is critical to its success.
• Recruiting and retaining the best salespeople in the business.
• Motivating your sales team to sell more and maintain a positive attitude

1. Sales Commission Plan Template

2. Software Sales Commission Plan Template

3. Sales Commission Plan

4. Sales Compensation Commission Plan

5. Sample Sales Commission Plan

6. Sales Job Commission Plan

7. Sales Protection Commission Plan

8. Employee Sales Commission Plan

9. Sales Commission Pay Plan

10. Sales Commission Plan Summary

11. Sales Manager Commission Plan

What to Consider When Creating a Sales Commission Plan?

1. Sales goals – The sales commission structure is built on the foundation of your goals and objectives. Work out the details of your commission structure based on your sales goals. If you’re planning to expand into new territories, for example, you should think about the potential of those territories, as well as how well-established your competitor is in that region compared to your product/service capabilities. A struggling territory may not generate as many commissions as one that is thriving. A salesperson who meets quotas on a regular basis but only earns reasonable commissions would be dissatisfied if a colleague earns a large salary simply because they have a good territory.
2. Different roles of the team – For various roles, the sales commission plans differ. A sales commission plan for a regional manager, for example, would differ from one for an account manager.
3. Budget and industry – The average sales-to-commission ratio varies by industry as well. For example, some industries, such as independent contractors, may take a risky approach based on a 100% commission pay structure with no base salary. On the other hand, industries that emphasize customer education, such as pharmaceuticals, have a salary-to-commission ratio of 75:25. So, based on your company’s goals and recurring revenue, a simple action step for you is to determine the base pay for each role. Then figure out how much of a commission you’re willing to pay.
4. On-target earnings – The total pay a salesperson would receive if they met their sales target is known as on-target earnings (OTE). The OTE is made up of a fixed amount of base pay and a variable amount of sales commission based on sales performance.
5. KPIs for the sales team – Consider what motivates everyone on the team, from the best to the worst performers, when making plans.
6. Keep in mind that the sales commission plan that you make aligns with the company culture – Do you, for example, encourage teamwork, or do your teams perform best as individual contributors? Is your commission structure fostering the culture as a result of this?
7. Settle on when you’ll be paying commissions – Will it be paid out when the sale is made, or will it be paid out monthly or quarterly, depending on the quota met? SDRs will have clear expectations and will know how to work to meet their sales quota this way.

FAQs

Finding the right sales commission structure is critical for top-tier performance, but it isn’t the only factor to consider. You must always be on the lookout for new ways to motivate your salespeople. As markets continue to shift and change appears to arrive overnight, it’s critical to adjust plans as needed.