Great overview. Any recommendations on Pay Curve mechanics?
I prefer a “soft” attainment threshold, so reps still get compensated early in the year and from dollar $1. Then an accelerator at 100% quota attainment, and finally a decelerator at whatever you determine is the point of “excellence” (usually around 150% quota attainment)
soft attainment and accelerators often work well when combined with realistic target. Decelerator at any point, will create earlier drop off and sandbagging - people protect any downside outcome before chasing more upside; they stop long before the plan suggests they would.
Why are you dividing fully burdened cost of customer success and the AM by the gross churn rate?
Great overview. Any recommendations on Pay Curve mechanics?
I prefer a “soft” attainment threshold, so reps still get compensated early in the year and from dollar $1. Then an accelerator at 100% quota attainment, and finally a decelerator at whatever you determine is the point of “excellence” (usually around 150% quota attainment)
soft attainment and accelerators often work well when combined with realistic target. Decelerator at any point, will create earlier drop off and sandbagging - people protect any downside outcome before chasing more upside; they stop long before the plan suggests they would.
Great article. Curious if you’ve seen anything similar that is specific to the Partnerships role?
Variable comp structures for other roles would make another good newsletter post.
I haven’t seen anything great on partnerships