Compensation Plan Design

Tag Archive for 'OpenSymmetry'

What’s new at OpenSymmetry - Business Transformation Consulting and Sales Compensation Design Services

1 Star2 Stars3 Stars4 Stars5 Stars (6 votes, average: 2.67 out of 5)
Loading ... Loading ...

It’s hard to break some news about your own company without sounding maybe a bit opportunistic, and not completely ‘independent’.  However, I thought it was still worth mentioning that OpenSymmetry - which is one of the major consulting company in the SPM space - is adding to its arsenal of services and departing from being primarily focused on system integration.

OpenSymmetry has been offering strategy services for a while - mostly activities leading to an implementation.  Some of these services included evaluating the compensation system’s current state, helping out developing a business case, documenting requirements, writing RFPs, performing readiness assessments, evaluating proposals, etc.  A few months ago they also created a small ‘Business Transformation’ unit responsible for everything process related (process optimization, process reengineering, process reviews, change management, etc).  This seems like a reasonable offering considering that most compensation problems arise from process issues more than technology issues!  Coincidentally, my next challenge at OpenSymmetry is to lead and grow this new strategy business unit (anyone needs any help?).

What is really a departure from OpenSymmetry’s system integration focused model however, is the introduction of Sales Compensation Design Services. OpenSymmetry is no longer only focused on system integration and related strategic services - it now offers services for the entire SPM spectrum from plan design to system delivery to support and managed services. Some of the new compensation design services include:

  • Business priority clarification and compensation philosophy
  • Sales role definition
  • Program eligibility
  • Compensation levels and base salary/incentive mix
  • Performance measures, weights and mechanics
  • Crediting and support programs
  • Modeling and costing
  • Plan documentation and communication

As we are quickly approaching this time of the year where major changes are required for the 2010 compensation plans, OpenSymmetry is organizing a free webinar discussing current trends and findings from our research on compensation management practices, as well as sharing lessons learned and examples of how leading companies have been dealing with the current economic climate.  The webinar will be held on September 22, 2009 at 1:00 pm Central Daylight Time.  If you can’t make it, we will record the event and I will be pleased to provide the link to the recording.  I will also post the key recommendations on this blog.

Tags: , , , , , , , ,

Related Posts:
Jumping around?! What’s going on?
Harnessing the Power of Incentive Compensation Management

Sales Comp Administration Practices Survey

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

I mentioned last week that OpenSymmetry was just about to launch their Sales Performance Management survey. I have the pleasure to announce that it was launched today! I don’t like to advertise any company (even when it’s my own firm), but I contributed to write this survey and I really believe it will provide tremendous insight into Sales Compensation trends…  And as with any survey, the more people participate, the more meaningful the results will be.

OpenSymmetry Sales Compensation Survey

You should take this survey to:

  • gain further insight into your own organization’s compensation practices
  • make valuable comparisons between your company’s compensation practices & market norms, and
  • enhance or redesign your current compensation policies and programs

So go take the survey now… it will only take about 15 minutes.

Tags: , , , , , , , , ,

Related Posts:
Sales Compensation Survey Time!
Towers Perrin Announced the Launch of New Compensation Administration Tool

Sales Compensation Survey Time!

1 Star2 Stars3 Stars4 Stars5 Stars (2 votes, average: 1 out of 5)
Loading ... Loading ...

I find it’s a good idea to participate in surveys because it’s often the only way to get a full copy of the results and not only an executive summary.  Sure, you usually have to share some contact information, but you’ll rarely get more than a follow up call from the vendor / system integrator / management consulting company…  That’s a small price to pay for all the valuable information you will gain from dozens of companies!  And don’t we all want to know how we compare to the market!

Makana just released a short survey for small business owners and sales managers.  If you are curious about what others are doing to cope with the recession, or if you’d like to find out how much other small business usually pay in sales compensation as a percentage of revenues, you should participate.   The deadline is coming soon - this Friday, February 13th, 2009!

OpenSymmetry is also going to release a sales compensation survey very shortly and I will provide a link as soon as it’s up.  If you want to gain further insight into your own organization’s compensation practices and make valuable comparisons between your company’s compensation practices & market norms, keep an eye on this blog for the link, or send me an e-mail and I’ll send you the survey invitation directly.

Tags: , , , , , ,

Related Posts:
Sales Comp Administration Practices Survey
Survey on Sales Quota

2009 Sales Compensation Trends Survey

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

I recently talked about a few salary and incentive compensation surveys, but here is another one from the Alexander Group that focuses on Sales Compensation.

The 2009 Sales Compensation Trends Survey found that 40.34% of the 180 participating companies use a desktop solution such as a spread sheet or data base and that 29% use a custom in-house solution to administer their sales compensation program. Outside solutions represent 27.27% of the respondents: Custom Purchase (9.66%), ERP/Data Base Component (5.68%), Dedicated Commercial Hosted Solution (5.68%), Dedicated Commercial Enterprise Package (4.55%), and Outsourced to a Third Party (1.7%). The remaining participants selected “Other” (3.41%).

The survey included many large companies like American Express, Microsoft, General Electric, DuPont, and Kraft Foods, but it also included many smaller companies with only 20 sales personnel (or more). I think that this is why 40% of the companies surveyed still use a spreadsheet / desktop solution.

What I think is particularly interesting is to compare the on-demand and on-premise solution usage; 5.68% of the companies used an on-demand solution, while 4.55% of the companies used an on-premise solution. In other words, only about 10% of the respondents use a dedicated commercial sales performance management solution. Over the next few years, I believe we will see many of the companies moving away from spreadsheets or custom solutions to move to a commercial application.

I’m also very curious about what “Other” solutions 3.41% of the respondents are using… hand-written incentive compensation statements? I’m assuming that these companies probably use some sort of application to manage this; maybe a payroll system or a talent management application with an incentive compensation module.

The survey also provides several other interesting results:

  • 3.0% was the average incentive payout increase in 2008.
  • 4.4% is the average incentive pay increase planned for 2009.
  • 5.6% is the expected median revenue growth for 2009; 6.0% occurred in 2008.
  • 30.72% will increase staff in 2009; 44.69% will not change staffing levels; 24.58% expect a decline.
  • 93.44% of the reporting companies will make changes to the 2009 sales compensation plan.
  • 53.30% made some type of mid-year change to their sales compensation plan design in 2008.
  • 78.14% of all companies use sales revenue as the primary performance measure.
  • 55.19% say correct goal setting is the toughest part of sales compensation.
  • 32.95% say the sales department is solely responsible for the sales compensation plan design.
  • 90.0% was the median of the average quota performance reported in 2008.
  • 45.39% of all companies made some mid-year quota changes during 2008.

I discussed how many organizations reacted to a recession by adjusting their sales compensation plans, but these results help back up this claim. About 50% of the respondents adjusted their compensation plan design and quota values during 2008, and more than 93% are planning to modify their plan for 2009!

As a side note, I recently contributed to the creation of OpenSymmetry’s Sales Performance Management survey, which will provide more insight about comp plan administration, SPM solutions, and challenges. Let me know if you would like to participate and I will let you know when it’s ready.

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

Related Posts:
Sales Comp Administration Practices Survey
Survey on Sales Quota

Sales Performance Management Vendors List

1 Star2 Stars3 Stars4 Stars5 Stars (9 votes, average: 2.78 out of 5)
Loading ... Loading ...

If you did some research about potential sales performance management / enterprise incentive management solutions for your company already, you will have read about some of the top players in that space.  However, there are dozens of SPM solutions that are not as easy to come across, because they are very focused on a specific industry, because they are new in the space, or simply because their web presence may not be what it should be.

I recently worked on a vendor’s guide for OpenSymmetry, profiling 15 leading solutions, many of which I have reviewed on this blog.  These vendors were included based on their client base, corporate recognition, and their contribution to the field of SPM.  They are:

  • ACTEK: ACom3
  • Callidus Software: Callidus Product Suite (TrueComp)
  • Centive: Compel
  • CSSI: Vue Software
  • Enterprise Incentive Software: CATS
  • Glow Teknologies: GloCent
  • Merced Systems: Merced Incentive Management
  • nGenera: nGen Comp
  • Oracle: Oracle Incentive Compensation (OIC)
  • SAP: HR Enterprise Compensation
  • SunGard: iWorks EIM
  • Varicent Software: Varicent SPM
  • Versata Software: Versata Commission
  • Xactly Corporation: Incent
  • ZS Associates: Javelin

I mentioned before that the Sales Performance Management market is seeing an explosion of new solutions to satisfy everybody’s needs.  I also listed 39 additional vendors offering a flavor of incentive compensation within their solution.   With a total of 54 Incentive Compensation solutions, a number which I suspect will keep growing - especially if the economy recovers - it can be a real challenge to find the best solution for your needs.

I can’t share the guide on my blog, but since I put some effort into it, if you send me an email at julien.dionne@opensymmetry.com or call me at 713-819-3979, I will be glad to send you a copy.

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

Related Posts:
SPM Vendor Selection Part 2: Shortlisting SPM Vendors
Insurance ICM Industry Market Overview

SPM Vendor Selection Part 6: Getting Help!

1 Star2 Stars3 Stars4 Stars5 Stars (2 votes, average: 3 out of 5)
Loading ... Loading ...

If you go shopping for a new car, and if you don’t know anything about cars, what do you do?  Trust the dealer?  Talk with a few dealers?   Read books and reviews about the cars being considered?  Bring a friend who DOES know something about cars to avoid getting ripped off?  In this last post about vendor selection, I will discuss a few ideas of where it is possible to get some help with the sales performance management vendor selection process.

Get help from a company experienced with vendor selection efforts
Getting help from an unbiased, experienced third party is the most obvious course of action.  This third party will be able to assist you with every step of the process we have discussed so far, from shortlisting the “best” vendors for your requirements, to writing an RFP doing a good job at describing your specific requirements, to helping out with the RFP evaluation and demo evaluation.  I’ll just add a note that I’m regularly involved on vendor selection projects with OpenSymmetry.

Pros: A consulting company with a lot of vendor selection experience will be able to guide you through the process and help you in making the best decision for your specific situation.  They will bring a lot of value by being able to answer your questions, create or review the vendor selection deliverable, provide additional insight about the various vendors/solutions considered and provide expert advice early on in the process.

Cons: Hiring a consultant / consulting company to help out with vendor selection will cost something; sometimes too much for a small budget implementation.  Not all consulting companies are as experienced or as unbiased as they claim they are, so it is important to verify the experience and the company’s reputation.  Checking references and ensuring that a company is not getting any “referral fee” from the vendor selected is also important to ensure there is no bias towards a specific vendor.

Get help from an SPM Vendors
Dean Thomas from Merced Systems discussed earlier this month how valuable it is to involve SPM vendors early in the RFP / requirement gathering process to get a good RFP.  Indeed, most vendors will usually be helpful in providing information and ideas when creating an RFP.

Pros: Vendors usually want to appear to be “good guys” and be on your side during the selection process.  There is much to be said about the importance of developing a good relationship between vendor and client, and helping you here is planting the first seed to what the vendors hope to be a long lasting relationship.

Cons: As I pointed out earlier in a blog comment, getting help from a vendor is a bit of a grey area.  When involving one vendor, other vendors should also be involved to be fair, and this can be complicated.  Involving vendors may also create a notion that some are favored more than others.  Finally, some vendors may also use this opportunity to recommend requirements which may give them an advantage over their competitors.  SPM vendors are familiar with their application, but sometimes they lack the knowledge of other solutions which makes it hard to think out of the box…  even with the best intention they may give an advantage to their solution.

Get help from the Internet
Just stating the obvious, but there is a LOT of information on the Internet about vendor selection, RFP writing, etc.  Good places to start looking for SPM specific information are the vendor’s websites and sales performance management blogs.  Looking at vendor selection deliverable for other software solutions more commonly used than SPM could also be valuable; CRM and ERP solutions are other applications which will share common requirements with a sales performance management solution including security, data, etc.

Pros: The information is free…

Cons: The quality and accuracy of the information can be biased.  For example, many vendors provide pros and cons of on-premise versus on-demand solutions; usually these studies are heavily biased towards influencing customers to select an on-demand solution which is usually more lucrative for the vendor.  Be wary of vendors who require you to share contact and project information before sharing white papers, templates, studies, etc with you.  This is only a sales stunt and you may have a hard time to get rid of their sales team.

Get help from me
If you have any questions or if you would like to brainstorm a few ideas, I would be pleased to talk with you and help out… for free.  The only catch is that I hope you will share this blog around in exchange for the help, and keep me in mind if you ever need help with “real” work.  I promise you won’t be constantly harassed after contacting me :-)  You can reach me by e-mail at julien.dionne@opensymmetry.com or by phone at 613-482-2556.

Tags: , , , , , , , , ,

Related Posts:
Resource Center
SPM Vendor Selection Part 5: Reference Calls