Examples of KPI’s and Commission structure for SDR Manager role who is a player/coach of the SDR team ?

For context, I have been positioning myself to be the first SDR manager at my company. I am currently the Senior SDR on the SDR team. I have hired, onboarded and trained each SDR on my team currently. I have also built the SDR program workflow and streamline the processes. My manager is the Director of Demand Gen aka Marketing leader.

He has asked me to come up with KPI‘s for the SDR manager role to present to our leaders and state the case that we need a designated SDR manager ( me ). The catch is that the SDR Manger role would also be a player and coach of the SDR’s team not just a coach. This means the SDR’s manager will still book meetings and have a meeting sales quota.

Does anyone have an example of what these KPI‘s would be?

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Gasty

Notable Contributor

War Room Community Manager

I wrote this sometime back in another thread. KPIs, comp as well as the entire SDR structure layout. Posting it here @raq_illy:

• SDRs should be typically mapped to the AEs (2 SDRs for 1 AE / 1 BDR for 2 AEs depending on lead flow / your TAM, your ICP / accounts you're targeting / etc.)

• In case you cater to all account size, push for a separate function for inbound and outbound. Many a time, SDRs and AEs start relying on Inbound if they're able to meet their quota through it, and Outbound goes down the toilet.

• OTE or comp structure should ideally have both a fixed and commission component. 70% (fixed) and 30%(commission) is sth I'm personally fond of and have seen working well. Many other threads in the WR have different opinions you might want to check out as well.

• 2 out of 3 parameters can be chosen to determine the variable. Opps should definitely be 1. Second can either be the meetings or appointments SDRs set for AEs, or, pipeline amount of the opps.

• Input metrics/activity numbers should be tracked regularly; call numbers, email numbers, meetings set, personalization in email, yada yada.

• Though you ought not to rely on 'em input metrics as core KPI for a SDR. You don't want your SDR to make 100 calls everyday. You want 'em to make 10, and get the same output. Effectiveness > Volume. Quality > Quantity

• Bonus/Spiffs can be on the basis of revenue closed from the opportunities generated. This also helps in pushing SDRs mindset towards the revenue goal, instead of being perceived as appointment setters only.

• For SDR managers, all core KPIs of SDR should roll up to the manager. It's ideal if "management" understands and provides some kind of a cushion for Manager's overall targets (let's say 10%).

• As a SDR Manager, be ready to be sandwiched vertically between your management and SDRs. And horizontally/ diagonally sandwiched between other functions like AEs, Data, CRM, Marketing, Product. It gets tough, but if you do it right, maybe it's worth it.

• Advice: As someone who has been an SDR manager, I can tell you to run the system more on trust and less on input metrics. That's the only hack to this role if any.

Hope this is helpful! And welcome to the War Room, @raq_illy

Sunbunny31

Politicker

Sr Sales Executive 🐰

This is excellent. One other thing: there should be additional compensation for the player/coach in line with the KPIs.

ThatNewAE

Big Shot

Account Executive - Mid enterprise

This is amazing! Great insights into SDR Manager KPIs.

SADNESSLieutenant

Politicker

Officer of ♥️

40% of meeting quota currently attained by SDR team with 60% of your quota being if the team hits 100% and KPI's being 25/25/10 Calls/Linkedin/Emails. along with getting SDR's to full 100% quota in 3 months.

For ex.

If your sdr quota is 10 Meetings a month your SDR manager quota will be weighted with 4 meetings a month that you generate and to hit 100% the other 60% will be if the other 3 reps hit 100%

Rallier

Politicker

SDR Manager and Consultant

This is the way

jefe

Arsonist

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raq_illy

Examples of KPI’s and Commission structure for SDR Manager role who is a player/coach of the SDR team ?

6 comments

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