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How To Avoid The Most Common (And Costly) Sales Comp Package Implementation Mistakes
How To Avoid The Most Common (And Costly) Sales Comp Package Implementation Mistakes
August 2011
Agenda
Next Meeting
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Current Landscape
Flexible multichannel models are now required to handle customer demands for both fast, simple transactions as well as highly complex solutions Direct sales Advanced solutions team Channel partners
The job of sales rep has become more complicated as well - 62% of companies reporting a sales rep ramp up period of more than 7 months
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Current Landscape
Up to 30% of sales time is spent on low value activities with only 10% of a salespersons time actually spent selling It is not uncommon for a sales force to experience 2025% rep turnover. When taking into account search costs, training costs and lost productivity it can cost more than $150K to replace a sales representative Over 50% of companies are making changes to their incentives during the plan year as well as at year end
Bureau of Labor & Statistics, Sales Executive Council, Proudfoot Consulting, Alexander Group
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Current Landscape
As a Result, the Sales Back Office is Constantly Being Asked to Complete Important and Urgent Projects
Support for new sales roles and coverage models New compensation plans and mid year contests and incentives Ad hoc reports to support forecasting and finance requests for information Support for new business pilots
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Current Landscape
The Back Office Has Also Been One of the Last Places to Automate and Progress is a Mixed Bag
OnDemand CRM solutions are now prime time and deliver solid contact and opportunity management functionality.
Pricing and configuration solutions are beginning to hit their stride (e.g., BigMachines) and improving the quality of front end data Over 90% of compensation design and quota setting is still done via Excel Performance Reporting & Analytics tools are prime time, however, companies still struggling with data quality and availability issues
Compensation administration is performed on legacy systems (including Excel) for over 80% of organizations. Most companies report persistent and significant challenges in this area
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Current Landscape
The First Decade of Sales Compensation System Solutions Has Been a Rocky Road
> 80% projects fail to deliver full scope
Ran out of money/conviction before original goals were attained
The actual business value realized is limited compared to the resources invested
Many companies cite the same problems they had before their installation
Takes too long to implement change Systems are error prone and difficult to operate Field not satisfied with statements or reports
Misaligned Arrangements
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New Technology Looks Really Good When You Are Coming From A Complex Legacy World
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Drag & Drop Rule Builders and Graphical Custom Reports Look Much Simpler . However .
Allocate Credit
Report
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There Are Often Underlying Issues that Must Be Resolved Before New Technology Can Work Its Magic
Data
Quality Completeness
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Complete a thorough analysis of your processes, policies and technology prior to commencing a vendor selection Stay focused on the functionality you need to address the issues discovered above Issue a detailed scenario based RFP to a short list of vendors Visit vendor office and have them walk you through their solution in detail
Understand vendor language (e.g., configuration vs customization vs extension) Just because the requirement is met, would anybody actually do it that way in a production environment
Make sure you really understand how your new application and business architecture will add value
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Misaligned Arrangements
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Being in a hurry to install new technology shifts the focus away from streamlining operations and improving communications. IT can often run ahead of the business. The business is usually consumed by day- today operations and has little extra time
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The Result
Late implementations that exceed budget as major new discoveries are made late in the project timeline
Missed business improvement opportunities Business policies are not simplified nor standardized across the organization (e.g,. rep transfer rules, chargeback rules etc.) Adjustments and split handling can become more complex versus simplified Dispute resolution processes are not streamlined
Missed technology improvement opportunities Inadequate legacy input files are fed into new system rather than undergoing a redesign (i.e., garbage in = garbage out) Unwieldy custom legacy code is retained and bolted on to new solution Pipeline performance is optimized at the expense of data transparency
Sometimes it can even make life more difficult as people try to do their work with a poorly implemented and unfamiliar tool
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Build in time to do it right. Utilize a structured approach to quickly get into the details and design value added solutions
Challenge and simplify outdated and complex business policies Reduce cycle times Eliminate redundancies
Engage end-users extensively (e.g., DILOs, process reviews, design workshops, solution walkthroughs / sign-offs) Leverage experienced delivery resources who understand the complexities of compensation Build one team with a shared definition of success
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Misaligned Arrangements
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Misaligned Arrangements
Large Fixed Fee Arrangements
Abdicates control to integrator (e.g., approach, staffing). Incents integrators to deliver the minimum acceptable scope as quickly as possible. Anything not spelled out in advance will become a change control (these can really add up)
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Offshore Developers ?
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Know what you want and can articulate it easily Looking for help with project processes and disciplines
Know EXACTLY what you want and can document it in precise detail Require additional technical capacity Have experience communicating complex requirements to an offshore team Mandate for lowest cost
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Identify internal strengths and weaknesses across core delivery skill sets (e.g., project management, business analysis, solution design, testing etc.) Develop a risk sharing model that balances control, quality and costs Determine resource capacity needs
Utilize short term performance based contracts regardless of type of resource (e.g., SI, contractor, independent consultant)
e.g., fixed fee analysis phase for management compensation
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Now imagine
You forget to water the garden You dont set aside time to fertilize or weed
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in their approach
disciplined
Standard operating procedures for pay cycles and report generation Scheduled releases versus ad hoc solutions / work-arounds Version control on code base
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Next Meeting
When: September 29th, 1:00pm CT / 11:00amPT / 2:00pm ET Topic: