This video examines the final two reasons why sales don't close. Both of them relate to disconnects; specifically, the disconnect between the desired close time frame and the mix of opportunities in a salesperson's pipeline, and the disconnect between sales cycle length and how the sales compensation plan is structured.

Learn how to develop a sales compensation plan that will motivate your salespeople to do what you want them to do! Plus, many of the concepts discussed during this video series apply equally well to developing sales manager compensation plans.

Now that you've completed the sales compensation video series, do you have any questions? If you do, this video will show where you can access additional information and assistance.

In this video, Alan Rigg walks you through his 9-step process for developing effective sales compensation plans that has been used successfully by hundreds of companies.

This video examines why incentives fail and how to design incentives that produce the desired results.

This video explores whether commissions should be calculated based on revenue, gross margin, or some other number, and how sliding scales can help maximize profitability.

This video examines three different alternatives for providing an income floor: salary, recoverable draw and non-recoverable draw.

This video explains why 100% commission compensation plans don't usually work, plus the one situation where I have seen them work. . . . keep reading

In this video Alan Rigg discusses why developing a successful sales compensation plan can seem so intimidating and several key factors that will impact the success of your sales compensation plan.

By listening to Bob's interview you will learn: How to construct a sales incentive program that your CFO and Banker will love to support; How to increase sales, especially in a down economy, while preserving cash and improving profitability; How to eliminate the "sugar high" sales incentive programs and replace them with "behavioral change" sales incentive programs that produce long-term growth.

When you shift risk to salespeople by adopting a straight commission plan, you may in reality be risking your business. Either you pay a salary and then plan on actively managing and developing your salespeople for success. Or, you pay straight commission, save the salary, then pay big dollars to replace unproductive personnel while you forfeit sales opportunities lost by ineffective salespeople.

By listening to Doug's interview you will learn: A brief overview of the 5 W's of Incentive Programs; How the 2009 economy altered the incentive travel landscape; What trends are forecasted for incentive programs for 2010 and beyond; Unique industry practices to guarantee successful incentive programs in the new decade and the New Economy

Learn how to develop a sales compensation plan that will motivate your salespeople to do what you want them to do!

A common question is whether sales commissions should be calculated based upon revenue or gross margin. The answer is...it depends.

Sales compensation plans that attract and motivate quality salespeople usually include some type of "income floor". The question is, which type of income floor produces better results - a salary or a draw?

Many companies make the mistake of using 100% commission sales compensation plans. Why do they do it? They feel a 100% commission plan will minimize their financial risk, as no sales made means no commissions paid. Besides, any salesperson that is any good should have enough faith in their own ability to work on 100% commission, right? Wrong!