Hi

Does anyone have experience of implementing a Sales Incentive Plan in EMEA which involves a higher-at-risk compensation plan with the variable comprising a larger proportion of on target cash compensation?

Particularly interested in how impact on benefits such as pension were dealt with, reactions of works council, how to transition where base salary cannot be reduced, how employees reacted....

Thanks

Davender

Hi davender,

I have done a few projects across two 3 types of industries, in particular heavy equipment; freight forwarding & finally IT.

The basic parameters you have listed out seems to deal with the Heavy Equipment industry, where sales executives are typically given a very low salary , but their monthly incentives are enormous, going up 10 times their monthly salary..

What industry are you looking at, and more importantly where are you based out of? local regulatory issues can be more precisely looked at from that perspective.

Pleased to be of assistance..

saheb

Thanks for your response. My question is not industry specific (we are a Consultancy that is part of a Science Multinational which is looking to implement a Sales Incentive Plan for the Sales workforce), but more relating to the design of the plan to take in to account the specificities in EMEA - limitations in reduction of fixed income, works councils, variable income not being pension- bearing...