The commercial is a professional who has evolved a lot. We have passed the old salesman with little training, which spends wheel to sell and charges only fee to commercial now, very prepared, reaching levels as high salary with commissions they receive sometimes seem partners fancy companies, “said Alberto Rodriguez, manager of the sales consultant immanis.
When determining how much really worth a trade, influencing so many variables (sales volume, the level of customer loyalty, the number of new customers who get the profit per sale made …) and some as complicated measure that this task can become a real puzzle for the commercial director.
Both you sell both vouchers
Most end up paying fixed part of the salary and the rest in equity, taking into account only the volume of sales. A form of compensation that can cause injustice among professionals and undermine the progress of the company.
The commercial effort. ” It happens a lot in SMEs and service companies that have a business that sells a lot, has loyal customers and some very high fees when practically takes is making no effort to that customer.
In some cases, these salaries are unfairness for the rest, especially in service companies. The trade has brought to the customer, but then who is finalizing is the service. And they do not charge commissions. This is a plan poorly done, “says Alberto Rodriguez.
The profit is margin. Another problem of valuing only the volume of sales is that the business unprofitable for the company. “The star sellers who make large orders, but are not able to increase customer loyalty or always sell at the most advantageous price for this are not always best for the company. In setting the fees, it is necessary to take into account variables key, as the profit margin generated for the company, if you expand the customer base … “continues Alberto Rodriguez.
The fair wage
As a general rule, the distribution between fixed and variable remuneration policy ideal, as long as the objectives and how to evaluate them are well fixed. “A good balance between fixed and variable gets the better of the two forms of remuneration. Achieves loyalty to the company that obtained with a fixed salary and incites to overcome challenges, set goals and want them meet part of the variable. But you have to set well these objectives and commercial know what you are asked and how they are going to evaluate , “said Flor Exposito, director of Daemon Quest.
However, other forms of compensation may also be effective in certain cases:
Paying only fixed. It is a way that many companies discarded because it stimulates the seller. But it has advantages as “the security offered by the employee and clarity that the company on how much it costs the sales team” Big Mercedes, CEO of Tack Spain explains. Moreover, pay fixed may be the best remuneration policy in specific cases, such as “trade with little experience, when the company wants to open new markets or sell new products, when it comes to process very complex sale (needed many visits to close a sale) and very stable, mature or declining markets that are “recommended Great Mercedes.
Giving only variable. This is only recommended “for business with a lot of experience, Enterprise illiquid or when the sales process is very simple,” the general director of Tack Spain.
“This option has advantages for the company, as lower costs if sales drop, but much discourages the commercial when they diminish considerably through no fault of their work and the risk that it sells to customers only run and easy products, “added Large.
In short, “all systems have their advantages and disadvantages. The choice depends on the objectives of the company, industry practices, variable how much you want to be the commercial cost. Visit http://savourytraveller.com/ for more tips and ideas.