Incentive compensation is often the sales organizations largest expense, and it garners the lion’s share of attention from salespeople and management when compensation related issues arise. But firms also make sizable investments in other forms of compensation on behalf of the sales force. These other forms of compensation include base salary, benefits related to health and retirement, non-cash recognition, and long term incentives such as stock options or profit sharing.
This research examines how sales organizations communicate the value of all of these compensation elements to the sales organization, and surveys a range of practices related to total compensation management.
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