The document outlines best practices for inside sales compensation and incentives, featuring various compensation models and plans for account managers and sales representatives across different organizational stages. It includes examples of compensation structures, pros and cons of different models, and detailed compensation plans from different sources. Additionally, it mentions upcoming events related to inside sales in Seattle.

1. Inside Sales Compensation & Incentive Best Practices Learn –Share -Network

2. Agenda Research & Statistics Select Best Practices Open Forum

3. Organizational Stages Source: Chally Group, Principles of Sales Compensation

4. Sales Skills by Stage Source: Chally Group, Principles of Sales Compensation

5. Comp Recommendations by Stage Source: Chally Group, Principles of Sales Compensation

6. Plan Detail by Stage Source: Chally Group, Principles of Sales Compensation

7. National Inside Sales Data Source: PayScale.com

8. SaaS Inside Sales Compensation Source: Bridge Group Inc, Inside Sales for SaaS Companies Metrics & Compensation

9. Quota Basis Source: Bridge Group Inc, Inside Sales for SaaS Companies Metrics & Compensation

10. Quota Achievement Source: Bridge Group Inc, Inside Sales for SaaS Companies Metrics & Compensation

11. Account Team Comp Plan Sample This group calls on low dollar renewals, calls to close Forced Free Trials ($250-$400 subscriptions) and attempts to cross-sell other products in 1-2 calls. Base: $10-$13/hour (Please note this group is in Penticton, BC – adjust for market) Source: Bongarde Safety via Joyce Juntunen, Director of Sales & Service

12. Account Manager Comp Plan Sample Each AM manages approx. $800K-$1 Million book and is responsible for customer on boarding, training, engagement, renewal, up sell, cross-sell to existing book Base: $40K-$55K per year depending on tenure Target at 100%: $60K-$75K Must sell 75% of cross-sell quota to earn commissions Source: Bongarde Safety via Joyce Juntunen, Director of Sales & Service

13. AE Comp Plan Sample Acquisition Sales, No renewal responsibility. May include some outside sales as needed. Selling SaaS, online and print subscriptions as well as transactional sales. Base: $40K-$50K per year Target at 100%: $65K-$75K Target at 125%: $95K Must sell 75% of quota to earn commissions Source: Bongarde Safety via Joyce Juntunen, Director of Sales & Service

14. Bonus Plan Sample B.E.S.T. Bonus – Every month that the AE achieves 150% of quota, and additional 1% of revenue is set aside and paid out in December as a bonus Bonuses – All employees are eligible for annual bonus based on company performance against goals. Based on individual goals attainment and management discretion, employees can earn 0-300% of target. Source: Bongarde Safety via Joyce Juntunen, Director of Sales & Service

15. “ The Boiler” Very Low base (10 per hour)(12 per hour at senior) Increasing commission rate based upon quantity of sales that happened that week only 8, 10, 12, 14% Monthly contests for low-cost electronics and sports tickets New Account targets were assigned Renewal Customer Accounts were assigned and paid the same Pros Low payout for non-producers Extremely performance based Rewards only producers High sense of urgency for reps to be productive every minute Easy to distinguish performers Inexpensive model Cons Hard to recruit candidates High burn out rate High unplanned turnover High performers rarely stayed beyond 12 months Became a farm team of employees for other companies to poach Undefined territories Source: James Gallagher, ValueVine

16. “ Classic Hunter + Farmer” Medium base ($30,000 base) Fixed commission rate of 10% for new accounts 5% for renewal accounts quarterly contests for bonuses and bragging rights New Accounts were a free for all in the CRM (claim only up to 300) Renewal accounts were your own from the prior year Pros still payout for non-producers Bigger rewards for producers but more balanced Very performance based Medium sense of urgency for reps to be productive Easy to distinguish performers Reasonably inexpensive model Cons Medium burn out rate Medium unplanned turnover High performers did not stay beyond 24 months Undefined territories Source: James Gallagher, ValueVine

17. “ Shared Inside/Outside” Medium-High base ($55,000 base) Fixed commission rate of 8% for inside sales 15% for outside sales rep no contests other than president’s club (150% of quota) accounts were assigned by geographic territory and teamed with 1 inside and 1 outside Renewal accounts were your own from the prior year Pros still payout for non-producers Bigger rewards for producers but balanced Very performance based Medium sense of urgency for reps to be productive Each pairing is accountable to one another Very defined territories Low burn out rate Low unplanned turnover High performers stayed several years Cons Expensive model Harder to distinguish performers If inside rep underperformed it effected the outside rep If the outside rep underperformed it effected the inside rep No way to tell how much geography plays into performance Underperformers were continually let go and replaced every 6 months Source: James Gallagher, ValueVine

18. “ Hunter Only” Medium base ($50,000 base) Commission rates with accelerators based on achievement 8%-14% for new accounts same commission rates for up-sells 0% for sale-size renewal accounts quarterly contests for bonuses and bragging rights New Accounts were a free for all in the CRM, plus 100 marquis targets (claim only up to 250 at a time and then work those) Renewal accounts were your own from the prior year Pros some payout for non-producers Bigger rewards for producers Performance based and retainment based Medium sense of urgency for reps to be productive Easy to distinguish performers low burn out rate low unplanned turnover High performers stayed as long as they were getting paid Cons More expensive than other models Need to create sense of urgency through culture Undefined territories Source: James Gallagher, ValueVine

19. “ Appointment Setter” low base ($15 per hour) 20 to 25 hours per week max bonuses for appts set $30 each for first seven in 2 weeks, $60 each for eight or more in those two weeks addtl $100 bonus for deals closed that were your appt Assigned Accounts in the CRM (400 max at a time) Pros Very low payout for non-producers nice rewards for producers Performance based high sense of urgency for reps to be productive every week Easy to distinguish performers Less expensive model Natural sense of urgency Cons Hard to recruit candidates high burn out rate high unplanned turnover High performers stayed up to a maximum of 10-12 months Source: James Gallagher, ValueVine

22. Upcoming Events Wednesday, May 25 AA-ISP Seattle Chapter Happy Hour Lot No 3 in Bellevue, 5:30 – 7:30 p.m. Wednesday, June 15 AA-ISP Seattle Chapter Meeting Columbia Tower Club in Seattle, 7:30 – 9:00 a.m. Questions? Matt Heinz, Seattle chapter president [email_address] , 877-291-0006