Incentive Compensation and Sales Performance Management Survey

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SaaS – Future or Buzz?

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I had a good conversation with Chris Cabrera, the CEO of Xactly Corporation, last week. We spent an hour talking about Software as a Service (SaaS) and why people should care. He is definitely one of the people most passionate about this topic that I know!

For those who don’t remember, I wrote an article called “Buy the Car, Rent the Car or Take the Bus” which explains the difference between on-premise, single-tenancy and multi-tenancy.

“Many people are confused about what SaaS is, and about the benefits of a pure SaaS solution” said Cabrera. “Many companies use the term incorrectly to be buzzword compliant. That’s too bad because some people start to believe it is only a marketing gimmick.” I asked him why people should actually care about if a solution is SaaS or not. Playing the devil’s advocate, it would seem like most potential customers would not care if a solution is really a SaaS solution versus hosted, or multi-tenancy versus single-tenancy.

Chris mentioned 6 reasons why potential customers should care:

  1. It is in the client’s interest for the vendor – their technology partner – to be around long term. On-premise solutions are not cost effective because they have so many technology stacks and versions of the software that need to be maintained and supported. With SaaS solutions, some of the savings are passed back to the client, and a significant portion of the revenues are reinvested into the infrastructure as well as in the development of new features.
  2. SaaS vendors can focus on improving a single software version, used by every customer. Every engineer is dedicated to improving a single source of code. This allows the vendor to release new features and improvements much more quickly than is typically feasible with an on-premise solution.
  3. Upgrading a SaaS solution usually happens ‘behind the scenes’. New SaaS software releases are tested extremely rigorously before being released. A quality problem would impact thousands of customers and hundreds of thousands of payees. On-premise solutions often transfer the quality ownership to the clients who must perform their own regression testing after an often labor intensive upgrade process.
  4. Non-SaaS solutions are not always scalable. For example, with 10, 100 or even 1000 customers, an on-premise solution might work. But the real test will be when a solution is used by thousands of customers – will a non-SaaS solution really be able to scale up? “Probably not” said Cabrera.
  5. SaaS vendors constantly measure and monitor their environment. They make a significant investment into that infrastructure to ensure an optimal performance for all of their customers.
  6. SaaS solutions are usually sold on a basis of $ per payee per month. Solutions such as Xactly Incent all of a sudden become cost effective for even small companies which can avoid a high upfront infrastructure and license cost.

Chris Cabrera is convinced of one thing: SaaS is the future. “On-premise solutions might still be appropriate for a very small share of the market, but SaaS is appropriate at least 98% of the time.” Looking at the market trends, I would say he’s right. Most vendors realized the benefits of SaaS and are rushing in that direction.

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ActekSoft ACom3 Review Part 2

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In this second part of the ActekSoft ACom3 Sales Performance Management solution review, I will focus on some of the concepts that make this solution a particularly good fit for insurance clients. The first part of this article is here.

Management of producer (payee) data
The insurance industry has very challenging requirements regarding producer (payee) data. ACom3 supports an unlimited number of direct and indirect hierarchies with no limits on the number of levels it contains (some of ActekSoft’s clients pay more than 20 levels). ACom3 also has an integrated license and compliance module which can easily manage logic for compliance violations.

Communication / Workflow
ACom3’s correspondence module can be setup to automatically send letters or emails on demand or based on conditions configured the system (for example in can send an e-mail when a license will expire in a certain number of days, or when a debit balance exceeds a certain dollar amount). The workflow module can be leveraged to facilitate and streamline internal and external communications.

Unearned Commissions
ACom3 provides built-in features to facilitate logic to handle unearned/future commissions such as annualized payout and advanced payment with automated charge backs for policy terminations that take place while there is still an unearned commission balance on the advance. ACom3 also has a reserve feature which holds back a portion of the advance payment to offset future chargebacks.

Scalability
Unlike many other industries, the insurance industry always requires computation at the transactional level and not at a summary level. Because of the volume of transactions and often complex hierarchies which can transform an originating transaction into an additional 10 or 20 transactions, efficient scalability is critical. ACom3 uses the concept of work units which can distribute processing across multiple servers and processors.

Insurance specific concepts in Formulas
Compensation formulas contain many insurance specific concepts such policy age and policy age/holder age calculations, a wide range of performance based tiering options, and the ability to tie advances and automated charge backs to calculations.

Strong Retroactive Capabilities
Retroactive processing is particularly important to the insurance industry and ACom3 supports in excess of 20 retroactive objects that allow the system to reverse and reprocess transactions for as many periods back required. Retroactivity is often required to resolve incorrect assignment of producers to a customer or policy, incorrect hierarchies, the use of an incorrect schedule, etc. ACom3 marks all transactions that need to be reprocessed in prior and current periods to ensure that tiered based payments are correct.

Security and Audits
Data confidentiality and security is highly regulated in the insurance industry. ACom3 was built with these requirements in mind and offers strong security and audit functionality, audit reporting, secure data transfers, and encryption out of the box.

Final Thoughts
Overall, I was impressed by the richness of ACom3. The size of the company could have been a concern for potential clients, but with Callidus now standing behind ActekSoft, this should no longer be a concern. The new challenge which ActekSoft will have to manage is to retain the same level of client-focus they have demonstrated in the past for their current and new customers.

While I found that ACom3 is not the ‘sexiest’ application, several improvements were recently made to its user interface with its release version 6.0. ACom3 provides several insurance specific features, and its focus on transactional processing makes it a solution worth considering for many projects.

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ActekSoft ACom3 Review

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ActekSoft was founded in 1999 and currently supports over 30 clients (mostly in the insurance industry).  I talked about them earlier this year when they got acquired by Callidus Software. Acteksoft’s flagship product is called ACom3 and can be deployed On-Premise or On-Demand.  Approximately one third of ActekSoft’s clients are currently hosted.

As I’ve discussed in a previous post, Gartner recently released their 2009 ICM MarketScope for the insurance industry. Gartner cites the following as some of the main reasons why ActekSoft deserved a positive rating:

ActekSoft was rated Positive this year, due primarily to its deep understanding and ability to deliver health insurance requirements, the number of new deals in the past 12 months and the positive nature of its customer references. Four of its customers were interviewed for this report… Several themes resonated throughout these interviews. First, ActekSoft is very committed to the pricing that is quoted to the customer… Second, customers cite a culture of customer satisfaction and commitment to project delivery.

ACom3 is accessible via a web browser. After logging into the application, administrators find themselves into a relatively intuitive interface; the various application areas are accessed via the top menu, and configuration for each of those areas are accessible in the left menu. Different sections can also be expanded and collapsed by clicking on the + or - icons. The content of each of these sections is completely configurable by simply dragging and dropping fields into the appropriate section. Sections can also easily be added as required.

A plan consists of ‘schedules’ which are applicable to a certain region and hierarchy. These schedules are rule driven and reference formulas, filters, tables, etc. Reference data is typically imported into the application, but editing information such as transaction details or producer information can be performed manually by inserting text into text boxes, or by selecting values from drop down menus.

The look and feel of the interface for payees is very similar to the administrator’s interface. Upon logging in the application, the payees can access performance details for themselves and for their subordinates via reports and dashboards. They can also access important information such as their appointments, their book of business, etc.

All of these features are very similar to what is expected from any sales performance management solution, so you may wonder what makes ACom3 different than other non-insurance specific solutions. I will discuss some of these differentiators in my next post.

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Quota Performance Distribution

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Last week I wrote that the percentage of reps making quota in 2009 dropped to 51.8% from 58.8% in 2008, according to a large survey. One of my readers made the comment that it would be interesting to find out how many companies expect/want their sales people to make quota.

I reached out to two experts in the incentive compensation field to get their opinion.

Donya Rose from the Cygnal Group replied on her blog that ‘most people should achieve or exceed quota’. More specifically, she says, more than half of the people should hit or exceed their goal.   She notes that the ideal performance distribution should be as follows:

  • Not more than 5% of the sales people “out of the money” (earning no variable pay), and the these people should generally not be “keepers”
  • About 40% of the sales people earning some variable pay, but less than the target amount
  • About 45% of the sales people earning more than the target amount, but less than the fully leveraged upside (fully leveraged upside is generally 2 to 3 times the target incentive)
  • About 10% of the sales people earning the fully leveraged upside or more.

So the 51.8% of people making quota in 2008 is low, but still acceptable according to Donya’s point of view.

I also asked the question to David Cichelli from the Alexander Group. His answer was that companies should shoot for 65 to 70 percent of all sales people to achieve quota. He notes that this performance distribution should create an on-goal performance of at least 100% of company sales goal. Through their own survey, the Alexander Group also noticed a significant reduction in quota attainment in 2009, with a median quota performance of 85%… a historically low number.

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A small sovereign city-state located in South Western Europe on the northern central coast of the Mediterranean Sea

Super Bowl, Oscars and Olympics

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I was a bit puzzled regarding the reasons why my blog has seen a significant increase in traffic over the past few days. Upon reviewing the keywords used by my readers to find LeapComp, I realized that there were 3 old posts in particular that were getting a lot of attention.

Super Bowl XLIV:
I wrote my first Super Bowl post last year with an analysis of how much football players participating to the Super Bowl received in bonus ever since the first Super Bowl. With yesterday’s great performance of the New Orleans Saints against the Indianapolis Colds, many people are intrigued by the player’s bonus once again.

Oscars:
But the Super Bowl was not the only thing on my reader’s mind. With the Oscar season quickly approaching, and with great movies in 2010 such as Avatar, District 9, Inglourious Basterds, and Up, my article about how much Oscars are worth is also seeing a surge in popularity.

2010 Winter Olympics
And that’s not all the excitement. On top of the Oscars and the Super Bowl, the 2010 Winter Olympics in Vancouver are starting in a few days on February 12. My article “Olympics Pay-for-Performance, Cash-for-Medals” was a hit when I wrote it two years ago, and it is still a hit this week.

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Percentage of reps making quota in 2009 dropped to 51.8% from 58.8% in 2008

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Yesterday, CSO Insights released a summary of the results of their 16th annual Sales Performance Optimization study. The survey of 2,800 companies revealed that the number of reps making quota in 2009 dropped to 51.8% from 58.8% in 2008. This caused plan attainment to drop to 77.9% from 85.9%… And this is after 86% of the firms surveyed increased quotas for 2009.

This year, 85% of the firms surveyed have raised their sales rep quotas again.

Without seeing the entire survey, it’s hard to come up with good conclusions, but this seems to indicate that many companies failed to adjust their quotas mid-year. I am convinced that the 8% of the sales reps not achieving their quotas because of the economy was not the most motivating experience.

The press release concludes by saying: “higher quotas need to be accompanied by increased investments in sales in 2010 or we may be looking at even worse sales performance numbers next year”.

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