Vue Software

Archive for the 'Best Practices' Category

Employees Suing Sprint Over Commission Snafu

1 Star2 Stars3 Stars4 Stars5 Stars (1 votes, average: 4 out of 5)
Loading ... Loading ...

A recent article in InformationWeek pointed out that “The wireless carrier is facing a class-action lawsuit over allegations that it shafted employees of commissions totaling more than $5 million”.  Who is the culprit?  The integration of Sprint’s and Nextel’s is supposed to have caused the system failure leading to potentially 19,000 employees not receiving their full commission on sales of new phones, calling plans and accessories.

Chris Cabrera, the founder of Xactly, actually found this article before I did, and came up with a few  conclusions1) This type of mess can be avoided.  2) Providing sales reps with real-time visibility in their commission plans and performance should help out identify issues before they cascade in a lawsuit.  3) Audit trails are mandatory and should make the appealing process much quicker and straightforward.

So we know that many companies using legacy commission systems or spreadsheets often make several mistakes in calculating their employee’s commission.  However, Sprint IS using one of the leading compensation solutions.  This means employees probably have real-time visibility in their commission and that audit trails are available.  It also means that any challenges related to contesting an incorrect commission is probably caused by internal processes or the lack of resources rather than a lack of functionality in the comp solution.

According to the article, the integration of back-end systems is to be blamed.  This goes back to several of my earlier posts regarding how sales performance systems were not a silver bullet to fix all comp related problems.  If the correct information is not fed to the comp system, the results won’t be accurate.   The other hint pointing in another direction than that of the comp system is that Sprint spent $10 million to fix the problem.  That’s a lot of money.  That’s much more than the cost of implementing a brand new leading SPM solution…

Could this situation have been avoided easily?  Probably not easily, but I’m sure it could have been avoided.  How?  By more rigorous  testing of the backend systems, by more rigorous testing of the end-to-end comp process, and probably by having more complete test data and better defined expected results.  Too often do I see a situation where an implementation is tested very well in isolation (unit tests, and system tests), but where the end-to-end tests (system integration tests, user acceptance tests) could use more attention.  Once an issue is identified, it should be relatively “simple” to fix it.  This situation shows the importance of paying incentive compensation accurately, which can only be achieved by identifying defects before the system goes “live”.

Tags: , , , , , , , ,

Related Posts:
The 12 Days of Christmas Incentive Compensation Blues
Team Performance Poll

Come on SPM Vendors… Grow up!

1 Star2 Stars3 Stars4 Stars5 Stars (22 votes, average: 4.05 out of 5)
Loading ... Loading ...

Bashing competition is hardly a new “concept”; we see politicians lashing at each other, well known companies such as Google and Apple bashing Microsoft, but even some smaller sales performance management companies feeling compelled to slander their competition.

Two recent press releases illustrate what I mean by the unethical practice of defaming competition and spreading lies in the media:

Press Release 1

Synygy created the TrueReplacement offer in response to feedback provided by current and former customers of Callidus Software, namely that some customers have found:

  • Project implementations can stretch to more than a year and come in significantly over budget.
  • Implementations are typically riddled with custom code, which causes subsequent changes to be expensive and time consuming.
  • Unmet promises have led to undesired outcomes.
  • Ongoing IT and other costs associated are higher than expected.
  • Business users are unable to make changes to data, plans, and reports-exacerbating the problems of inflexibility and excessive costs.

Press Release 2

Synygy has found that not all such companies are as independent and unbiased as they claim. Instead, Synygy has encountered situations where such companies have alliances with the very vendors about whom they are supposedly providing unbiased advice, are providing implementation and other services to the vendor or the vendor’s customers after helping a vendor win business, and are providing inaccurate and misleading information about the vendors with whom they do not have such arrangements.
Companies providing or that have provided SCM vendor evaluation services include:

  • OpenSymmetry (which has performed vendor evaluations and follow-on implementations of Callidus Software, and has alliances with other vendors)
  • Arcadia Solutions (which has done vendor evaluations followed by implementations of Callidus and other systems)
  • Compensation Technologies (which formed alliances with Callidus, Oracle, and others, and is now owned by Callidus, but which still has management in common with The Alexander Group)
  • Business users are unable to make changes to data, plans, and reports-exacerbating the problems of inflexibility and excessive costs
  • Ongoing IT and other costs associated are higher than expected.
  • Iconixx (formerly an alliance partner with Callidus, Oracle, and others, and now is owned by nGenera)

As an example of the questionable practices of these companies, OpenSymmetry repeatedly uses the words “independent” and “unbiased” on its website and yet in a press release yesterday stated: “OpenSymmetry will deploy and implement Callidus On-Demand and on-premise solutions.”

In both examples, the attempt is obviously to capture current or potential clients from the competition, by attempting to make them believe in lies and distorted facts.

I searched the web for material supporting my view that this is not the best strategy, and found a recent article reflecting what I was thinking:

Most companies out there are trying to solve problems for customers.  They may be doing it in a different way from you - but most honestly believe in their method and how it will help those customers.  Recognizing your customer’s strengths is key to making your own pitch something that resonates well with your customer.  You need to recognize that your customer often has a difficult choice about what product to select - perhaps putting their own job on the line for it.  So, if you can help them with a convincing argument why your product serves them better AND build the argument why the other product doesn’t fit - even though it TOO is a great product - then you are more likely to get the sale.

For example, in a simplistic approach if I were selling you apples and someone else were trying to sell you oranges, I could bash my competition and tell you that my apples are sweet and his oranges are citris, and that citris sucks and causes acid in your stomach.  Or the better pitch might be to say, “While oranges are indeed a great fruit and have amazing benefits like Vitamin C, I know that someone who is as on-the-go like you will appreciate the tremendous benefit that a fruit like an apple can bring such as portability (no need to peel it), cleanliness (no juice running down your arm), and the perfect balance of sweet and nutrition.”   Your prospect knows that you have pluses and minuses, and that your competition has pluses and minuses and when you point out the pluses in your competition, it adds significant credibility to your entire pitch.  Your prospect is going to go through this exercise of weighing the pluses and minuses after you leave - so you are helping him/her by going through it with him/her and planting just what you want them to think about you vs them is a perfect tactic to bring your product to the top.

Bad-mouthing competition never works, and if a vendor truly has a superior product, let the product speak for itself and make an argument for the product’s superiority rather than for the inferiority of the competition.  This is a concept I would have at least expected companies focusing on incentives and rewards to understand!

Almost everyone faced a situation where some people try to make others look bad to make themselves look better, or where a bully needs to harass people to feel better.  Fortunately, this behavior rarely pays off.

The question organizations really need to ask themselves is, do you really want to do business with a vendor with a lack of professionalism and business ethics, who will lower themselves by “playing dirty”?  Can you really trust such a vendor, and depend on them to deliver a mission-critical solution?

Come on SPM Vendors…  Grow up!

Tags: , , , , , , , , , , , ,

Related Posts:
It’s my first birthday!
SPM Vendor Selection Part 2: Shortlisting SPM Vendors

Sales Performance Management Implementation Catch 22

1 Star2 Stars3 Stars4 Stars5 Stars (1 votes, average: 3 out of 5)
Loading ... Loading ...

I know I said that building should only start once design is completed…  this would be ideal, but it’s not always possible.  Why not?  People often wait to finalize the compensation plans before starting the planning process.  Typically plans are not until a few months before the next fiscal year, so that usually leaves very little time for implementation.  What more, the analyze and design phases rely on those plans to be completed. 

So can we start implementing without the comp plans?  It depends.  More often than not, we have a very good idea of what the plans will look like, how the calculations will be performed, which bonus exist.  The information that is lacking is the quota amounts, bonus amounts, or which particular bonus applies to whom.  Even without this information, it is possible to start working on the analyze and design phases.  

With this in mind, if we can map out all the information we know, it will be possible to take big leaps in our initial phases, and even in implementing major components of our sales performance system.  Once the missing details become available, it will be time to revisit the documents to keep them up to date.  

This should give more time to properly implement the system without cutting corners, and to meet the deadlines.  Like I said, this is not an ideal scenario, but it is much better than waiting until 3 weeks before the required “go-live” date to start implementing. 

Tags: , , , , ,

Related Posts:
Which SPM Vendor “Sucks” the Most?
8 Predictions for the Incentive Compensation Industry in 2009

Webinar Summary: Insurance Industry Best Practices

1 Star2 Stars3 Stars4 Stars5 Stars (1 votes, average: 3 out of 5)
Loading ... Loading ...

Last week I attended the Sales Performance Accenture Webinar on Insurance Industry Best Practices by Jon Walheim, Partner – US Insurance Marketing, Sales and Service and Jason Angelos – Partner, Global Incentive Compensation Management.

Accenture performed a study with insurers and asked them which 3 topics were most important in the overall market place.  54% of the respondents selected “improve sales performance”, 49% selected “increase retention” and 36% selected “improve service performance”.  This says a lot on the focus on sales performance management solutions!

In this same study, Accenture also identified that the highest level of priority regarding customer acquisition and retention was to attract new customer and to focus on retention.  Insurance companies also hope to improve their performance through training, specialized tolls and sales support.

“Imagine if all 15,000 Exclusive Agents exhibit target behavior set XYZ for a customer situation XYZ.  No guessing.  No interpretation.”

Accenture’s framework for targeting value in sales transformation is to increase revenue, decrease cost and improve predictability.  Sales performance management solutions can assist with each of those “levers”.  ICM can impact each of those levers.  Revenues can be increased with increased flexibility in incentive plan design, more insight to data and self-service tools, and analytics.  Costs can be decreased with accurate incentive compensation and easy plan administration.  Predictability can be attained with plan modeling features.

Jon also mentioned that behavior is driven by only three factors: ability, motivation and context.  For an individual to exhibit the proper behavior, he must have the skills and knowledge for the job, and be the right person into the right role.  Performance objectives must be specified and measured, and the person must be motivated and encouraged to show target behaviors.  Finally they must have the right work assigned to them, have the right tolls, and have access to the right information.

Here is another attempt at justifying investing in incentive compensation from a return on investment perspective.  According to Accenture’s research, investments in programs to motivate and reward sales people, have the greatest potential to impact profits.  The impact on better motivating and rewarding people, and at attracting and retaining people could represent 23 $M on pre-tax profit for moving from average to high performance for a 1 billion dollar business unit.

Best practices for ICM Implementations
Accenture made several recommendations for ICM implementations:

  • Simplify operations
  • Optimize controls
  • Don’t try to gain efficiency if it compromises sales performance
  • Strive to develop new capabilities to deliver improved flexibility and speed to market
  • Optimize compensation plans and focus where it counts
  • Improve reporting to increase trust with the end users.
  • Provide single source of sales performance results
  • Manage software vendors to shape future product functionality
  • Enlist a deeply skilled integration partner to increase delivery capability and decrease risk.

I’m glad I took some notes during the presentation, because even if we were told that we could obtain the presentation from Accenture after the webinar, Accenture refused to share it with consulting companies!  You might have more luck than I did by contacting Jon by e-mail here:  jon.walheim@accenture.com

Tags: , , , , ,

Related Posts:
The Haunted Winchester Mystery House

Common Pitfalls in Sales Compensation Design

1 Star2 Stars3 Stars4 Stars5 Stars (1 votes, average: 5 out of 5)
Loading ... Loading ...

Today I attended the “Common Pitfalls in Sales Compensation Design” webinar, hosted by Makana Solutions, featuring guest speaker Donya Rose, Founding Partner of the Cygnal Group, a sales compensation consulting company.

I did not manage to get the audio working (the toll-free number was only for Americans and the International number was out-of-service). However I will quickly recap the major pitfalls identified, based on the presentation deck.
Pitfall 1: Sales Credit Wars
Symptom: Time is spent fighting over who is supposed to get credit
Cause: Lack of documentation, rules not formalized
Cost: Lost sales, management distraction, potentially double crediting, morale issues
Solution: Document the policies and credit-sharing criteria
My comment: Another cost which must be considered is the waste of time for the comp team trying to resolve issues and conflicts. In large organizations this can be a huge time burden. However it is generally fairly easy to minimize this situation by having well established rules.

Pitfall 2: Too many Measures
Symptom: Sales people ignore some of the required results and only focus on what makes them earn the biggest commission
Cause: Too many measures…
Cost: Lack of focus, compensation hard relate to actual results
Solution: Only use a few measures.
My Comment: This is a topic I addressed a few times on this blog. Consultants generally agree that there should be no more than 3 independent measures.
Pitfall 3: Commissions Rates only go up
Symptom: Sales people can earn too much money compared to the value they bring
Cause: Commission rates are related to the level of sales even if those sales are attributable to windfalls.
Cost: Comp cost is not in line with sales contribution
Solution: The commission rate should diminish passed a certain performance level
My Comment: A “regressive” commission can protect against an unexpected windfall, but can also avoid an excessive payout caused by a quota set too low.
I often see different rules, formulas and quotas used for orders exceeding a certain mount to avoid a windfall scenario.
Pitfall 4: Extraordinary Performance is Over-Rewarded
Symptom: Dependence on over-achiever sales people
Cause: Over-performance is too attractive to sales people
Cost: Sales people developed entitlement and demanding attitude, more risks
Solution: Use appropriate deceleration in commission rates
My Comment: Deceleration does not necessarily needs to be applied as soon as the initial target is reached. I have often seen cases where the rate increased once the target was reached, and decelerated after another performance level was attained.
Pitfall 5: Unattainable Goals
Symptom: Sales people give-up because goals are too high
Cause: Goal setting issue
Cost: Lack of motivation and engagement, results below expectations
Solution: Set goals appropriately
My Comment: Goal setting should be based on historical data if possible to be “just right”. Making goals too easy to attain can lead to other problems such as a lack of motivation to exceed goals if rate decreases after, or an excessive commission payout.
Pitfall 6: “Phantom Base”
Symptom: Sales People whose salary largely depends on commissions act like they are salaried and under-achieve.
Cause: Compensation plans that pay too much for prior-year sales
Cost: Sub-optimal level of performance, losing account acquisition and penetration skills
Solution: Pay more for new business and less for prior-year sales
Pitfall 7: First Dollar Commission + Base
Symptom: Sales people are too comfortable with below-target earnings
Cause: Sales people are paid a significant base salary and earn commission on sales from first dollar
Cost: Income+Commission too high for actual productivity
Solution: Only pay commission after a threshold level of sales is achieved
My Comment: Other alternatives are possible to fix this situation. The entire compensation mix could be re-evaluated and the base salary could be lowered. It would also be possible to adjust the commission rate before a threshold to minimize the impact of removing commission completely before a certain threshold.

Tags: , , , , , ,

Related Posts:
In the News this Week…
Don’t Automate Chaos

Sales Compensation Best Practices in the Banking Industry

1 Star2 Stars3 Stars4 Stars5 Stars (No Ratings Yet)
Loading ... Loading ...

Last week I attended the Accenture/Callidus Webinar “Industry Banking Best Practices for Maximizing Your Customer Value and Sales Behavior“. Below is a summary of some of the information that was discussed. I will leave out Callidus Wachovia’s case study for another post and focus on Accenture’s point of view.

Kirk Coleman, senior executive at Accenture discussed how the Banking industry was facing many issues and challenges. Regardless of the current market situation, customer expectations keep rising. Those who can exceed these expectations will have an opportunity to distinguish themselves from the competition.

Best Practices

  • Drive an incentive culture, not a bonus culture
  • Focus on the right employees
  • Timely delivery of rewards
  • Support capability development
  • Plan for a journey - not a “project”

Tests that banks should perform regularly to check and maintain their effectiveness:

  • Top performer’s pay relative to the market
  • Pay dispersion between top and average performers
  • Pay and performance correlation
  • Alignment of payouts with key financial/marketing objectives
  • Variability of incentive compensation year-over-year
  • Speads of quota attainment versus plan spread
  • Relevance and controllability of performance measures
  • Time spend correcting payouts

Kirk noted that behavior of customer facing employees is increasingly important in the banking industry. Developing capabilities across channels is important to avoid improving in one while losing in another.

Another point that Kirk stressed is the importance of timely delivery of rewards. Many banks have quarterly and annual bonus, but in these cases it is difficult for payees to see the relationship between their incentive pay and their behavior. In many cases a monthly incentive strategy would be more appropriate to be able to re-enforce the desired behaviour.

Kirk concluded by saying that Sales Compensation is essential for banks to effectively align sales force behavior with their goals.

I found an additional paper by Accenture “Sales Performance Management: Enterprise Incentive Management from Accenture” which adds some details to the topics covered by Kirk during the presentation.

Tags: , , , , ,

Related Posts:
Upcoming Free Webinar: Industry Banking Best Practices for Maximizing Your Customer Value and Sales Behavior
Guest Post: Big Brother’s Latest Attempt to Regulate Bankers’ Pay……And What to Do About It