Deciding how to tackle sales compensation is no easy task.
A participant in our recent partnering executive roundtable asked the group: “Are you in favor of or opposed to creating compensation neutrality for your direct field team?” Without missing a beat (and to my surprise), almost half of the roundtable participants said they were against ‘comp’ neutrality. How could anyone be against something with the word “neutral” in it? If you’re not familiar with the term, compensation neutrality means a salesperson gets paid, or their sales quota is retired, at the same rate if the product is sold by a partner or themselves. How compensation is defined for your direct sales force can help or hinder your partnering efforts and there’s no clear consensus on the right answer.