Sales Operationstemplate
Sales Compensation Design: Motivate the Right Behaviors
Compensation plan templates and frameworks for SDRs, AEs, managers, and CS teams. Includes OTE calculations, accelerator structures, and SPIFs.
LeadFinder Sales Team14 min read398 downloads
Compensation Drives Behavior
Your comp plan is your most powerful management tool. Design it wrong and you'll incentivize the wrong behaviors. Design it right and your team will naturally do what's best for the business.
Compensation Structure by Role
| Role | Base:Variable | OTE Range | Primary Metric |
|---|---|---|---|
| SDR | 60:40 | $55-75K | Meetings booked |
| AE (SMB) | 50:50 | $80-120K | Closed revenue |
| AE (Mid-Market) | 50:50 | $120-180K | Closed revenue |
| AE (Enterprise) | 55:45 | $180-300K | Closed revenue |
| Sales Manager | 60:40 | $150-250K | Team attainment |
| VP Sales | 65:35 | $250-400K | Total revenue |
The Accelerator Framework
Reward over-performance with increasing commission rates:
| Attainment | Commission Rate | Multiplier |
|---|---|---|
| 0-80% | Standard rate | 1.0x |
| 80-100% | Standard rate | 1.0x |
| 100-120% | Accelerated | 1.5x |
| 120-150% | Super accelerated | 2.0x |
| 150%+ | President's Club | 2.5x |
SPIF Design Principles
Short-term incentives (SPIFs) should be:
- Time-bound: 2-4 weeks maximum
- Simple: One metric, one reward
- Meaningful: Worth at least $500-1,000
- Strategic: Aligned with current business priority
Common Comp Plan Mistakes
- Too many metrics (keep it to 2-3 max)
- Caps on earnings (top performers leave)
- Clawbacks on churned deals (kills morale)
- Changing plans mid-year (destroys trust)
- Same plan for all roles (different roles need different incentives)
From the LeadFinder Sales Team — track team performance and pipeline metrics in real-time.
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