We provide a strategic framework for designing and implementing effective compensation structures and performance targets that align with your organization’s goals and industry standards. Our service includes analyzing market benchmarks, defining competitive salary ranges, and creating performance-based incentives to attract and retain top talent. We also specialize in variable compensation planning, designed to align with your company’s revenue targets and drive the right behaviors. By ensuring your compensation packages are both fair and motivating, we help you enhance employee satisfaction, drive performance, and achieve organizational success.

Performance targeting focuses on aligning goals, strategies, and execution to achieve measurable outcomes. By leveraging data-driven insights, organizations can identify high-potential opportunities, set clear objectives, and prioritize actions that maximize efficiency and impact. This approach ensures that every initiative contributes directly to growth, enabling teams to focus on what matters most—delivering consistent, scalable results.

Aligning Incentives to Drive Proactive Growth

In this example, our industrial client manages a customer base with frequent repeat purchases and a competitive compensation structure. With an average deal size of $50K, sales teams can meet their monthly quotas by closing just ten transactions, often tied to the number of sites customers are building or servicing.

Account managers play a critical role, not only by proactively fulfilling inbound orders but also by supporting end-customers with upcoming projects. To encourage this proactive approach, the client implemented a tiered compensation model across six levels. Account managers can double their base salary by achieving 100% of their quota and triple their earnings by significantly growing their account base.

This model is carefully aligned with both the company’s operational dynamics and the purchasing behavior of its customers. By setting a baseline for inbound orders and focusing rewards on proactive engagement, the plan ensures that account managers are incentivized to go beyond inherited accounts.

The results were clear: proactive account managers reached higher earning tiers, while those relying solely on inbound orders capped their earnings at lower levels. This approach fostered a culture of initiative, driving growth and ensuring alignment with business goals.