Incentive Compensation and Sales Performance Management Survey

Tag Archive for 'story'

The Power of Trust

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This summer I was sitting on a dive boat off the coast of Cozumel chatting with the dive master and about to dive Palancar caves when two distinct thoughts occurred to me. First, I trust this dive master. He is an expert in his craft, and I know he has successfully and safely led people on this dive before and second, I’m fairly certain I could lead people on this dive myself.

What led to that point where I felt like I was self-sufficient enough to a lead a deep dive that requires somewhat complex navigation? One that can have unpredictable currents and no signs or markers on the surface to indicate a starting point? Experience – the fact that I have done hundreds of dives and in particular have done the Palancar cave dive numerous times in a wide variety of conditions.

If it had been my first time in the water, I might have been able to get down to a reef, swim around, and surface hopefully without doing harm to myself. There is little to no chance, even with a map, that I could have found the right reef, found the caves, utilized my air efficiently, controlled my buoyancy and understood my dive charts well enough to have a safe dive. And ultimately that’s why you pay for a dive master or a guide – experience, knowledge and to minimize risk.

When it comes to selecting a software vendor, this holds true as well. There are numerous methodologies or “maps” that can be found with Google to give you some idea of how to do it yourself. If anyone would like to see the selection methodology that I utilize for my clients, please send me an email and I would be happy to share it with you. However, even with your vendor selection map in hand, quite quickly as you start to do research on the vendors in the space you will realize that there are a large number of companies that appear to have solutions to your business problem. A little farther on in the process, you might realize that there are vast differences in the vendor’s solutions. As an example - they all have some form of reporting but some are partnered with best-in-class third parties, some are integrated, some are very good at pixel-perfect static reports, while other are good at ad-hoc reporting or perhaps executive dashboards. How to interpret the cost to implement and maintain, the improvement or value-gap to current state, the trades offs between solutions, the ease of use and how others have used that particular reporting solution to add economic value to their companies are all questions that beg to be answered. This same analysis should happen across multiple dimensions of functionality and once you find a good match of functionality to prioritized requirements, the process has just begun. To go back to the diving analogy, you have only “found the reef.” So far I have just scratched the surface of the complexity and nuances of successful vendor selection, but at the end of the road your company needs to make a costly decision between multiple complex solutions to meet your complex business needs –sound risky to do without a guide?

If you are thinking about embarking on a vendor selection process that can be fraught with pitfalls, the first question you might want to ask is – “Based on experience can I lead this myself?” Next summer, I would love to be on a boat off the coast of an island that I haven’t been to before (Truk anyone?), chatting with an experienced dive master about a dive I have never done, and feel comfortable in the success and safety of the dive.

Justin Lane is a Sales Performance Management veteran and a colleague of mine at OpenSymmetry. He helps clients develop best in class Compensation Management Program processes and implement the underlying technology to support those processes.

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Commission, Bonus or Entitlement?

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Commissions and bonuses should be mechanisms to reward outstanding performance, a certain behavior, and concrete outcomes.  They are likely to fail when they become perceived as an entitlement, which means they are no longer considered as a special reward.  Eventually, the organization might decide to take away that “entitlement” to reinstate it as a reward – the way it was intended to be – but that’s when employees are likely to react in a very negative way.

I learned this very early on when I had just graduated from University.  Almost as soon as I graduated, I bought a small 3 bedroom townhouse, and I rented one of the rooms to a guy I’ll call Joe (this is a fictional name so he won’t try to sue me for defamation).  After living with Joe for several months, I got tired of seeing his dirty dishes, clothes on the floor, and I also wanted to encourage him to do his share of the housekeeping.

So I told Joe, “I know that you don’t really care about keeping the house very clean, and since you are paying me for rent, I can’t really force you to clean up after yourself, but I really wish the house was cleaner.”  So here was my proposition: “How would $50 off your monthly rent incite you to keep the house clean”.  Right away he said “Of course!  Great idea!”  So we sat down and made a list detailing the responsibilities and schedule for the various housekeeping activities, including day-to-day expectations.

The house was clean for the first month, and I gave Joe 50$ back for that month.  Joe wrote me post-dated checks with the new amount for the rest of the year.  The only problem is that in the second month, he started to slip some tasks.  On the 3rd month, many items on the list were being ignored.  On the 4th month, it’s just like if we did not have a list.

On the 4th month I said “Joe, our agreement is obviously not working, please give me the $50 you owe me”.  I probably should have said something sooner, but I did not, and this resulted in a big fight.  Joe started to look for a new place the next month; not because I kicked him out, but because he was no longer happy.
I learned with this one “employee” and one “reward plan” that it is important to set clear expectations (clean up after himself), offer constant performance feedback, and to make sure it stays clear that the payment (reduced rent) is only something that will take place upon meeting these expectations and performance level.  As I discussed before, set clear performance indicators (KPI), and ensure that they are measurable objectives.  Following this advice will help keeping employees happy and potentially increase the retention rate.

There are many real-life professional examples of rewards being taken away, particularly now with the economic challenges, causing employees to react.  This ranges from Google taking out their “free food” program, to many companies getting rid of their share purchase programs.

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