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Creating a bonus comp plan

I was given the position of Team Lead for the company I work for. And with it came this first task they would like me to do. Well, it's a few different tasks rolled into one.


  • Come up with a bonus structure for all three companies in the organization. Right now all 3 companies are paying bonuses only on qualified meetings and daily touchpoints
  • First Company sells into enterprise accounts. Fortune 500/1000 companies that have $1 Billion in revenue and the ability to spend $1 Million a year
  • Right now the quota is 6 qualified meetings per month, with the meeting being qualified by the AE in the second or third meeting
  • The second Company sells into the trucking Industry for freight brokering
  • Right now the quota is 20 conversations per month and 5 Customers signing up.
  • The third company sells to online marketplaces, classifieds, eCommerce. They have to have $1 Million going through their website each year, Deal with currencies that the company supports, and in Non-Sanctioned countires.
  • Right now the quota is 8 qualified meetings per month


  • The current bonus structure for all 3 companies currently is 70% if the ADR's hit their monthly quota, and 30% if they hit their daily touchpoints of 60 per day.


I'm really curious as to what other SDR, BDR, ADR comp plans are out there.


  • The second part is to come up with how many ADR's should be hired to support the AE's
  • This task seems to be less complicated. Am curious to know what other companies are doing for the ratio of SDR, BDR, ADR to AE


  • The third task is to come up with an accelerator program. I was thinking something like 1.25 or 1.5 times the value of the qualified opportunity



I know this is a lot of work, and I might be biting off more than I can chew, but I would love any feedback.


Thanks for your help everyone. I truly appreciate it.


๐Ÿ’ฐ Compensation
๐Ÿ‘ฅ Hiring
๐Ÿงข Sales Management
0
DaveGreen
Arsonist
+8
Head of Sales
My tip would be to to keep it as simple as possible. Keep one metic to pay on: meetings set and done. Then only look at touch points when theyโ€™re not hitting quota and you can even penalise them extra - e.g. -20% payout because you basically didnโ€™t do your job. As for the accelerator: I love the simple carrot and the stick thinking. So e.g. 75% of target payout for underperforming, 100% payout on target and 125% for over achievement Hope that helps!
TheLaughingWolf
WR Officer
+7
Account Development Representative
That does help. Thanks @DaveGreen. I was kind of thrown into this but I want to make this great for both the ADR's and for the Company.ย 
DaveGreen
Arsonist
+8
Head of Sales
Just try to get it right the first time around. Itโ€™s really hard to satisfy everyone but no one likes their comp plan to change ๐Ÿ˜…
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