I am CEO/
The panel at the event was helpful but was not able to offer any first hand definitive information.
Any help would be appreciated.
Thank you
Tai Aguirre-
973 854 6253
I am CEO/
The panel at the event was helpful but was not able to offer any first hand definitive information.
Any help would be appreciated.
Thank you
Tai Aguirre-
973 854 6253
My experience is that it is very difficult to structure an effective incentive plan. There is an almost impossible balance to strike between having a stretch incentive target (and not such a stretch that it is demotivating), having an appropriate corporate incentive target, and not diluting earnings.
My main client is a distributor/sales organization which relies on tight inventory
I have used incentive programs at a few past companies that directly tie some revenue metrics to executive compensation. They have worked remarkably well and for the same reason you pay salespeople on commission: money moves people.
I understand Ross (above) may have had difficulty finding a tight "zone" in which to model payoffs, but that's just part of the game. Some companies have very predictable revenues and others have a high beta. Those are both addressable via good plan design and one plan certainly does not fit all.
All that said, I have seen many, many instances of the VP of Engineering, for instance, working really closely with sales b/c their bonus depended in part on the sales team hitting their revenue targets. Sure, they're supposed to do that anyway (that is, everyone at a company is supposed to work to maximize good outcomes), but the direct revenue target incentives seem to have a clear, extra motivational impact. It also gets folks focused. Every day there are a hundred things calling out for attention. If you directly incent a very few items, you will get much stronger pull towards those things.
I would add anecdotally, that I have rarely seen companies of any size without such incentive programs. Not to say the crowd is always right, but in this case, i think there is wisdom in crowds and past evidence of success.
Finally, who are we kidding, it just makes sense. Pay people directly for an outcome and you are more likely to get that outcome than if you didn't.