We refer to the different role profiles of sales staff and to your sales score card and develop a menu of relevant targets for each relevant function. This results in a list of specific performance indicators to be used for operating a performance-based remuneration system.
The design of the model involves topics like weighting of performance indicators, scales for individual performance measurement and scale limits (min-max).
We focus on the design of related management processes, such as target agreement, performance dialogue and performance assessment, because only in this way the performance-based remuneration system will become a management tool.
We create the business cases for implementing change from the point of view of the company and from the point of view of individual employees. This demonstrates to employees the advantages and opportunities of switching to the new compensation system.
In the implementation phase we provide the necessary process formats and tools, and we train managers in the execution of related management processes.
Your HR department is heavily involved in the entire process. If applicable, we involve also the Works Council.