Why you need a variable compensation model for your revenue team in 2022.
In a competitive market, organizations should do everything they can to be as efficient and productive as possible to succeed. And here, variable compensation can be of immeasurable value. Organizations can use it as a powerful tool to retain, recruit, and motivate the best talent. In fact, about three-quarters of organizations use some sort of variable compensation and as a result, it’s a prominent player in the modern compensation landscape.
In 2022, with competition for top-performing sales talent higher than ever, it’s even more critical for organizations to motivate and retain the best employees. Simply put, variable compensation is a must in 2022. But why is variable compensation necessary? This post looks at this question in more detail and illustrates some of the benefits organizations can gain if they implement a variable compensation system.
In simple terms, variable compensation is an incentive that employees receive on top of their base salary. Its main aim is to motivate and retain employees while at the same time contributing to the success of an organization. Probably the most common example of variable compensation is the commission a salesperson receives when they meet their targets.
Variable compensation plans can be made up of a variety of different compensation methods. Some can, for example, include lump-sum payments, technical achievement awards, or cash profit-sharing plans. Others can also include small group incentives, gainsharing, or incentives for any new skills or knowledge that an employee acquires.
To understand how variable compensation works, let’s look at some examples:
Keep in mind, though, that these are just some forms of variable compensation and that there are many more which can include anything from individual incentive bonuses and commissions to profit sharing, retention bonuses, hiring bonuses, and team incentive bonuses.
Now the question is who should use variable compensation? Fortunately, the answer is simple. Any organization that wants to improve its performance and base this performance on measurable productivity increases can use variable compensation.
Employees want the opportunity to increase their base salary, and they want to do this based on their performance. So, if their performance is rewarded, the organization will not only encourage them to perform better but also retain valuable employees. This, in turn, improves the organization’s performance.
Some examples of companies using variable compensation include:
So, for these organizations that use variable compensation, what are the benefits? Well, as said before, the main advantage of variable compensation is that it improves the organization’s performance by encouraging employees to, in turn, improve their performance.
It does this, in the first place, by encouraging employee productivity and efficiency. In simple terms, if employees know that they’ll be paid more if they work faster, better, and more efficiently, they’ll make the effort to do this. But it goes further than this, for example, where employees are incentivized to learn new skills and gain knowledge that will allow them to be more productive.
This improves an organization’s performance and increases their return on investment on any new hire they make. And speaking of return on investment, variable compensation also allows organizations to reduce their fixed costs.
In simple terms, for any employee that a company hires, there is a fixed cost that increases as an employee’s salary increases. This is especially true when it comes to management, who earn far more than other employees in the organization. So, if a company implements a variable compensation system and, in effect, lowers its base salaries, it’s able to reduce its fixed cost of wages.
Ultimately, when an organization implements variable compensation, it establishes a culture of achievement under its employees. By receiving incentives, employees know that the company values achievement and will therefore strive for more. As a result, high-performing employees will thrive because they earn more for the extra effort and results they bring to the organization.
In turn, average-performing employees will be inspired and strive to be more productive. For one, they’ll see the benefits that high performers have but also which behavior is the organization rewards. As a result, they’ll focus more on the aspects of their job where they can be rewarded.
As with most things in life, variable compensation has downsides too. These include:
For organizations that want to implement a variable compensation system, there are several factors to consider that would ultimately make the system more successful.
For example, for the system to work, employees must have control over their performance. In other words, if their performance relies too much on other employees or the organization, they have little control over it and won’t feel empowered to strive for better performance.
Also, the system should be transparent enough and clearly defined so that employees can see how performance impacts what they earn. If they can’t see that average and high performance are not rewarded equally, the system won’t succeed. As such, there must be a clear system on how performance is measured and how employees are incentivized based on their performance.
Finally, organizations should make sure their variable compensation plan aligns with the goals of the business. In other words, employees should be incentivized only for actions that actually improve the performance of the business.
For organizations to improve their performance and ensure success for the foreseeable future, after the devastating year that was 2020, they need the right tools to motivate and retain the best talent.
One of these tools is variable compensation, which allows organizations to motivate their employees, retain the best talent, and attract new talent. This ultimately improves the organization’s performance as a whole and lays a solid groundwork for success.
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