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)
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)
Great article. Curious if you’ve seen anything similar that is specific to the Partnerships role?