"Marketing Strategy: New Business from Old Clients"

"Business Marketing: Warming Up to Cold Calls"

"Business to Business Marketing: Making Sales His Number-One Priority"

"During the Sale"

Most sales representatives are generally driven by rewards and recognition. Developing a sales system with attention to all the right details will not be effective if the compensation and rewards structure is perceived by them to be unfair or unrealistic.

Baker Communications’ Performance Sales System, aligning compensation and rewards to the sales model, process, organizational structure and very importantly performance metrics and goals is the primary way to develop appropriate compensation levels and reward programs. One of the first major steps is to review our client’s existing compensation and reward structures as well as relative metrics and goal programs. Next is a review of the “accountability culture” and reporting processes and the tools currently in place. Using the new sales system research is conducted to identify industry pay averages that are similar in industry and our client’s sales system strategy. At this point the existing compensation and reward systems are compared and refined to create an incentive alignment package that is designed to drive revenue while appropriately compensating the sale force. A reward program is then developed or modified to provide recognition for goal achievement aligned to individuals, teams and divisions.

Our step-by-step approach to Compensation & Rewards Systems looks like this:

Review existing Compensation & Reward Structures.

Review new Performance Metrics & Goals.

Review accountability systems & sales reporting processes.

Research external pay scales relative to industry and sales model.

Develop Compensation packages in alignment with sales system & industry averages.

Develop reward and recognition systems to support individual, team, division goals.