Periodic survey on the remuneration of sales teams

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How to compensate sales teams in times of crisis?

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While distribution is going through a difficult period, most often marked by a contraction in turnover, the compensation of sales teams appears to be central to the control of sales policies.

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• Should variable policies be adapted to objectives?

• Will fixed salaries be reviewed?

• Do sales team salaries remain competitive?

• How can variable mechanisms be developed to adapt to a sustainable crisis?

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These are all themes that will arise with sharpness

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This study is for you the opportunity to :

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• Compare yourself on the market for sales team compensation

• Take stock of variable practices and their likely evolution

• Take an informed position for the coming seasons on the adaptation of wage policy.

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This study will be presented individually and will be accompanied by a specific analysis positioning your company.

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Presentation of the study

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• A survey covering more than 100 distribution networks in all sectors:

  • Textile

  • DIY

  • Department stores

  • Luxury

  • Culture and leisure

  • And so on...

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• Who are the populations targeted by the survey?

  • Sellers

  • 1st salespeople and assistants

  • Store managers

  • Store managers

  • Department managers / department managers

  • Regional Managers

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• What are the specificities integrated into the analyses?

  • Turnover level per shop

  • Turnover level per m2

  • Sales structure of the points of sale

  • Sector of activity

  • Network size

  • Customer target and positioning

  • Type of distribution channel

  • Hourly productivity

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• What elements of compensation are taken into account?

  • The fixed salary

  • Salary supplements

  • The premiums

  • The variable (amount - base - mechanism - assessment)

  • The fees

  • Participation and profit-sharing

  • Other employee benefits (company mutual insurance, supplementary pension, supplementary retirement)

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• What are the analyses performed? 

  • Conjuncture and current events:

    • State of play of sales team compensation

    • Analysis of the issues raised by market developments

    • Evolutions of the planned variable systems

    • Attitude towards the fixed salary

  • Compensation Benchmark

    • Comparison of total compensation and compensation by component (fixed, bonuses, variables, profit-sharing, incentives, other...)

    • Positioning your company in terms of:

      • Compensation comparison by population and competitiveness

      • Problematic around variable pay

      • Resistance level of the practiced variable mechanism

    • Evaluation of existing variable mechanisms

    • Possible areas of development

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