Research Review: Continuous vs. Lump Sum Payments

Posted by Chad Albrecht on Mon, Aug 20, 2018

This blog post is the third in a three-part series analyzing important sales compensation research.

Now that we’ve examined recent research on the success of team incentives and cash vs. non-cash incentives, let’s look into the efficacy of continuous vs. lump sum payments.


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Show Them the Money, but Why?

Posted by Richard Smith on Tue, Apr 10, 2018

Many are familiar with that key scene in the movie Jerry Maguire, in which football player Rod Tidwell shouts, “Show me the money!” In the movie, Tidwell’s agent, Jerry, attempts to convince Tidwell that he must be more flamboyant if he wants to make more money. Football is entertainment, not just a sport. Up until that iconic line, Tidwell disagrees and feels that he should be paid purely on his athletic performance and ability.   


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The Two Must-Haves for Your Sales Compensation Plan

Posted by Chad Albrecht on Wed, Dec 13, 2017

As you finalize your 2018 sales compensation plan, you likely have a list of guiding principles that steer your plan design decisions, such as fairness, fiscal responsibility and the ability to administer. But two guiding principles stand above all others:


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2018 Sales Comp Planning: Time Is Running Out

Posted by Chad Albrecht on Wed, Nov 15, 2017

About this time every year, we get lots of calls from people in a panic: “Our sales compensation plan is broken. Do I still have time to fix it for 2018?” The answer is yes, but you’re running out of time.


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Four Ways to Customize Your Incentive Plan

Posted by Mike Martin on Wed, Sep 20, 2017

Mayank Gupta co-wrote this blog post with Mike Martin.  

Over the past couple of years, there has been significant buzz within compensation circles around customizing and personalizing incentives. The motivating factors range from accounting for multiple generations in the workforce to accounting for local differences in salesperson geographies. One insurance company went so far as to have its salespeople set their own goals. The result was a 10% higher forecast than headquarters was expecting, along with a more empowered sales team. 


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