3 ms·

I'm in a sales engineering style role, the way our incentives work is 'pool based'. Sales success funds the pool for our team, and the pool is distributed among

by jonfw 6y ago

I'm in a sales engineering style role, the way our incentives work is 'pool based'. Sales success funds the pool for our team, and the pool is distributed among the team based on performance. We have a breakdown of how management intends to quantify performance, by categorizing different performance measures and giving them different weights (ex: sales impact is 40%, leadership is 20%, etc.) This system makes a trade-off- it isn't as objective as a percentage commission structure, but it does allow opportunity to be rewarded for work on re-usable assets, troubleshooting with your peers, and spending time on knowledge acquisition/sharing. I'm really interested in how this looks at other companies

motohagiography 6y ago
Key difference to me is whether the comp is direct commission, or a pool at the discretion of a manager. I'd do sales eng in the former case where there was a shot at multiples of base salary, but otherwise it's a more political process that others find more appealing than I do.