43%
Of sales reps say their compensation plan does not motivate them to perform above their quota - meaning your biggest incentive spend is producing average output.
3x
Sales comp plans that are redesigned with proper market pricing and behavior alignment see on average three times higher quota attainment among top performers in year one.
A broken sales comp plan is not an HR problem. It is a revenue problem.
Most sales compensation plans were not designed. They evolved - through individual negotiations, competitive hires, and reactive changes made under pressure. Over time they become internally inconsistent, disconnected from strategy, and increasingly expensive to administer without producing proportional results.
The signals are usually there before the problem is acknowledged. Your best sales reps are leaving for competitors who pay differently, not necessarily more. Your average performers are hitting quota but not stretching because the accelerators are not worth it. Your CFO cannot model commission exposure accurately because the plan has too many variables.
The root cause is almost always the same: the plan was built around what people were already being paid, not around what behaviors actually drive the revenue outcomes your organization needs.
JER HR Group has spent 35+ years designing sales compensation programs for organizations across every industry -- from enterprise software to financial services to healthcare. We bring the market data, the behavioral science, and the plan design experience to fix this properly.
When consulting alone is not enough.
Compensation consulting gives you the strategy and the structure. CompBldr gives your team the platform to administer, model, and audit pay decisions on an ongoing basis - without spreadsheets, without guesswork, and without waiting for the next engagement to get answers.
Drives the specific behaviors that produce revenue
Not all sales activity is equal. A well-designed plan weights and rewards the specific behaviors - deal type, sales cycle stage, customer segment, that actually convert to profitable revenue for your organization.
Attracts and retains top performers
Top sales performers have options. They benchmark your plan against the market before they accept an offer and again every year they stay. Your plan has to be competitive at the top end -- where the people you most want to keep are paying the most attention.
Makes commission exposure predictable
Your CFO should be able to model commission expense at any quota attainment level before the fiscal year begins. If they cannot, the plan has uncapped or unmodeled exposure scenarios that will produce budget surprises - usually on the upside when you can least afford them.
Differentiates meaningfully between performance levels
A plan that pays 80% attainment and 120% attainment within 15% of each other does not motivate stretch performance. Meaningful differentiation between quota bands is what makes your best performers feel seen and your average performers feel the cost of staying average.
Is simple enough that reps understand it
If a sales rep cannot calculate their expected payout on a deal before they close it, the plan is not influencing their behavior at the moment that matters. Simplicity is not a design preference. It is the mechanism through which the plan actually works.
How we build your
executive comp program.
Four structured steps, led by a senior compensation consultant from start to finish. No junior hand-offs. No templates applied without context.
Are you a Webflow expert?
Incentive and Commission Plan Design
Sales Management and Leadership Incentive Plans
Salary Administration and Compliance Review
Three people call us
about sales compensation
"The plan pays out. The number is not moving. Something is wrong."
Sales leaders call us when commission expense is at or above target but revenue performance is not. The plan is rewarding activity that feels like selling but does not produce the deals that matter. We audit the plan mechanics, identify the behavioral misalignment, and redesign the incentive structure so commission dollars are earned by producing the outcomes you actually need.
- Total sales compensation strategy and OTE design
- Incentive plan redesign for behavioral alignment
- Accelerator and quota structure optimization
"We cannot model our commission expense. Every quarter is a surprise."
Finance leaders call us when commission accruals are consistently inaccurate and the plan has unmodeled payout scenarios that produce budget surprises. We redesign the plan with financial predictability as a first-order design requirement - building the commission modeling tools and scenario analysis your team needs to forecast expense accurately at any level of quota attainment.
- Commission expense modeling and scenario analysis
- Accelerator cap and exposure limit design
- Budget-aligned OTE and rate schedule design
"We are losing top sales reps to competitors who do not even pay more."
HR and compensation leaders call us when the sales team is turning over despite competitive base pay -- usually because the incentive structure rewards average performance and does not differentiate meaningfully for top performers. We benchmark your plan against the market, identify where the competitive gaps are, and redesign the plan.
- Sales compensation market benchmarking
- Top performer differentiation and accelerator design
- FLSA compliance review and classification audit
Executive compensation
intelligence, free to download.
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More Webinars Are on the Way
Let us audit your plan before it costs you another quarter.
- We begin every engagement with a structured audit of your current plan mechanics, quota structure, incentive rates, accelerators, and payout scenarios - before recommending anything. We tell you exactly what is wrong and why before we propose a fix.
- Our consultants are nationally recognized compensation plan design leaders with 35+ years of experience designing sales incentive programs across every major industry and sales model.
- We deliver complete plan documentation, financial modeling, and implementation support - including sales rep communication materials and manager training on how to administer the new plan.
- No long-term contracts required. Engage for a single plan audit and redesign or build an ongoing advisory relationship for annual plan reviews and adjustments.
LET’S TALK ABOUT PEOPLE, IDEAS, AND SOLUTIONS.
If you want to recruit, engage, develop, and retain the best team in the business, get in touch with us.
NEW YORK OFFICE
New York, NY 10120
NORTH CAROLINA OFFICE
Raleigh, NC 27613
ARKANSAS OFFICE
Bentonville, AR 72712
TEXAS OFFICE
Suite 175 PMB 1024
The Woodlands, TX 77381
