Everything You Need to Know About Sales Commission Structures
Everything You Need to Know About Sales Commission Structures RevOps 10 min Compensation (of which sales commission structure is a critical part) plays a highly influential role in driving rep behavior. And it becomes particularly important when reps don’t want to stay around in one company for too long. It takes an average of 3 months for a new seller to interact with buyers, 9 for them to perform competently, and 15 for them to become top performers. However, the average tenure that reps remain with an organization for is only 1.4 years in 2022. This shows that once reps have learned all they can with you, they’ll move on to a new organization (most likely one that pays better). Just hiring the best reps isn’t enough to increase sales. They should be motivated enough to stick around through the ups and down and simultaneously improve their performance. To achieve this, you need to tailor a sales commission structure template that gives them the incentive to always come out on top. Let’s find out how. What Is a Sales Commission Structure? “Sales commission” is the amount sales reps earn on each sale. “Sales commission structure” outlines how you will compensate the rep with a commission and how much this amount should be, based on the sale. It also includes the timelines for commission payment, i.e., when you’ll pay reps their commission—weekly, monthly, quarterly, or something else. Remember, the plan you choose directly impacts your reps’ earnings. Therefore, it’s vital that you set up a fair and sufficiently rewarding sales commission structure template. How Does a Sales Commission Structure Compare to a Sales Compensation Plan? Sometimes, commission may be confused with compensation. Here’s a simple tip to differentiate between them. A compensation plan includes the rep’s total earnings—salary (or fixed pay), commission, incentives, bonus, and on-target earnings (OTE). As you can see, the commission is just one part of the overall compensation plan. It doesn’t denote compensation in its entirety. Types of Sales Commission Structure Templates There are several sales commission structures you can choose from. It could also be that your team or organization needs a unique sales commission structure template. So, sometimes you may need to combine a couple of these plans. Below are 10 popular structures you can try. 1. Straight Commission This sales commission structure doesn’t include a base pay or fixed salary. Instead, reps earn 100% commission based entirely on deals they close. For instance, if a rep closes a deal for $100,000 and the straight commission rate is 10%, the rep will earn $10,000 as commission (without any base pay). Straight commission is gradually moving out of favor among sales organizations because retaining talent is challenging without the security of fixed pay. It only increases reps’ stress levels and may push them to partake in bad sales practices. Also, each rep has their own set of skills and practices that make them unique. A straight sales commission structure template doesn’t account for these skills. When to use this structure: Shortcomings of the straight commission structure don’t completely nullify its usefulness. You can turn to this plan if you’re a startup or a small organization with limited capital. 2. Base Salary Plus Commission This structure is the most widely adopted across industries and organizations. Typically, a rep’s compensation is split between salary and variable pay (which includes commission). The split may be 50/50 or 60/40, depending on what you can offer as a salary while still incentivizing reps. A “base salary plus commission” structure works well because commission motivates reps to continue improving their performance, whereas salary acts as a safety net to retain them in tough situations. When to use this structure: You can deploy this sales commission structure template if you’re striving to maintain a good balance between your sales budget and commission. 3. Revenue Commission In a “revenue commission” structure, reps earn a flat commission percentage on each deal won. So, if your rep closes a deal for $100,000 and the commission is set at 7%, they earn a commission of $7,000. However, this structure again doesn’t consider each rep’s distinctive selling capabilities. When to use this structure: Revenue commission works well when your team is small, your product offerings aren’t too complex, or you’re selling only one product with fixed pricing. 4. Gross Margin Commission The gross margin commission structure follows a similar approach to the revenue commission structure. However, instead of revenue (ARR or contract value), reps earn commission on the gross revenue (or profit on sales). Say your rep sold a contract for $150,000 but incurred a cost of $25,000 for the company. These costs may include travel to meet the client or a discount for the buyer. Under the gross margin commission structure, the rep will earn a commission on $125,000 ($150,000 less $25,000). Gross margin commission motivates reps to close deals at higher margins, ultimately benefiting the organization. When to use this structure: If you aim to ensure bottom line profitability, this sales commission structure template can help reps win deals without incurring too much expense. This may also speed up the sales cycle. 5. Tiered Commission In tiered commission, reps earn incremental commission on each deal closed, depending on the tier in which it falls. The bigger the deal closed, the higher the tier and the higher the commission earned. For example, for deals under $50,000, reps earn a commission of 5%, but for deals under $100,000, the commission moves up to 7%, and so on. Tier Deal Size Commission A Up to $50,000 5% B $50,000 to $100,000 7% C $100,000 to $150,000 10$ Tiered commission encourages reps to continually achieve and exceed targets for higher rewards. But, to maintain your business’s profitability, you may want to cap the maximum commission a rep can take home. When to use this structure: A tiered commission structure works best when scaling your team, as it promotes over-performance and separates top performers from low. Not just that, it also motivates average and low performers to push