Articles

…that your Finance Teams need to automate incentive compensation and bonus processes Most finance teams know the struggle of wrestling with incentive compensation using patchwork tools and endless spreadsheets.  In fact, fewer than 10% of CFOs have a dedicated solution for managing sales compensation, meaning the vast majority are stuck with manual processes that cause […]

Let’s rewind to the start of the fiscal year. Sales is fired up. Finance has finalized the revenue plan. Leadership has bold growth targets. But behind the scenes? There’s a scramble to align it all. Territories are getting reshaped based on last year’s performance and shifting market potential. Quotas are handed down in a rush.

You’ve seen it before—or you’re living it now. You’re a Finance leader, knee-deep in headcount assumptions and margin targets, trying to build a plan that works on paper and in reality. But Sales has different numbers. Operations has different constraints. And by the time you consolidate everything into a budget, the market has already moved.

Many organizations rely on spreadsheets and other siloed tools to manage their sales planning processes.  These tools don’t integrate with corporate planning systems, or with one another. This creates data silos and inaccurate forecasts, misaligning quotas, territories, and incentives with corporate plans. A centralized system with real-time data enables more accurate sales and revenue plans,

Incentive compensation isn’t just a payment mechanism, it’s a strategic tool that aligns employee performance with company goals. But managing it effectively requires precision, transparency, and automation. Incentive Compensation Management (ICM) provides the structure businesses need to create fair, efficient, and goal-oriented reward systems. Let’s explore why ICM matters and how it transforms incentive strategies.

An effective incentive compensation plan motivates employees, aligns efforts with company goals, and delivers measurable results. But creating one isn’t as simple as setting a commission rate or offering a bonus. Success lies in aligning business objectives with employee motivation, and ensuring accuracy and transparency throughout the process. Here’s how to design a plan that

Designing an effective incentive compensation plan can transform your organization’s performance, but it isn’t without challenges. Misaligned incentives, manual processes, and unclear goals can undermine even the best intentions. How do you address these issues to create plans that drive results and build trust? This guide explores the common challenges in incentive compensation and practical

Incentive Compensation Management strategy (ICM) drives performance. It aligns sales teams with business goals and motivates reps to push for success. But managing these compensation programs isn’t simple. With manual processes, errors, and inefficiencies creeping in, many organizations are stuck using outdated systems, like Excel, to manage their incentive plans. These tools are frail—held together

Incentive Compensation Management (ICM) is more than just a way to motivate sales teams. When designed and executed correctly, ICM can drive strategic alignment across your organization, helping sales teams focus on the right priorities and achieve your business objectives. But achieving this alignment is not simple. It requires careful planning, clear communication, and the

Incentive compensation management (ICM) is a critical part of any sales organization. It aligns the goals of the sales team with business objectives, motivating high performance and growth. However, creating and launching incentive compensation plans is just the beginning. Once the plans are rolled out, the real work starts. This is where the Day 2