Create compensation plans that drive sales and strategic goals. Iconixx supports any combination of pay components, rules, calculations, aggregations, and sequencing with ease.
Guarantee Accurate Commission Payments For Your OrganizationOverview
Crediting and Calculation refers to a series of automatic steps that are initiated by either the user through the calculation page, or as an automatic scheduled process.
Crisp, Meaningful Visualizations for Your Sales, Compensation, and Finance TeamsOverview
Modern operational systems house massive amounts of data, and sales compensation systems are no exception. Decision makers need at-a-glance visibility of meaningful data and trends, enabling them to quickly interpret and act on data.
Optimize Sales Strategies, Reduce Risk with Robust Plan Modeling and ForecastingOverview
Simply design and review plans before releasing. Create plans in your modeling environment to achieve confidence in the actual outcomes. Accurately forecast payout amounts to enable better budgeting.
Iconixx Manages Your Company's Workflow from Assignment to Review and ApprovalOverview
Why Automate Your Workflow Process? Salary and compensation processes extend beyond one department.
Governance and ReportingOverview
Apply standard templates, create ad hoc reports, or use a vast array of analytic tools within your solution to drill deep into sales data. Access data like never before.
Iconixx for Quota ManagementOverview
Iconixx enables companies to simplify quota planning processes with our sales performance management software. Quickly and easily use valuable insights to create accurate and attainable sales quotas that align with your business goals.
Automate, Simplify, and Streamline Incentive Compensation Plans for Peak PerformanceOverview
Iconixx makes it easy to efficiently and clearly create and manage even the most complex structures for discretionary pool bonuses, management-by-objective (MBO) rewards, and noncash payouts and promotions.
Automated Merit and Salary Management That Makes It Easy to Get It RightOverview
Iconixx compensation planning software makes it easy to design, create, and manage customized salary and merit compensation plans that fit your business needs.
Sales Compensation Software by IconixxOverview
An Easier, Safer Path for Sales Performance ManagementOverview
Sales Performance Management for Your Industry. Yes, Yours.Overview
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Fitting a sales compensation program to the sales cycle
It goes without saying that sales compensation programs can provide team members with the motivation needed for them to go above and beyond. However, incentive programs should not be pursued just to get team members revved up to sell, they should also be implemented with the company's overall goals in mind. A program that does not link the two could prove to be a waste of valuable time and resources. As sales initiatives change, so too should compensation The sales process and cycle is never set in stone. There are a lot of variables that go into the equation, and performance bonus programs need to reflect this. If at one point the company emphasizes growth over the sale of a desired product or service, sales programs that incentivize selling the one product - as opposed to diversifying the menu and promoting better holistic growth - will not accomplish what they had been implemented to do and then become a drain on resources. As such, companies should constantly remember that they need to align their overall objectives with incentives, or else a convoluted mess of wasted money and potential emerges from a once beneficial deployment. In order to accomplish this, businesses can take a cue from the compensation and sales growth cycle alignment guideline set out by David Cichelli of the Alexander Group. As profiled in a post by the Manufacturers Alliance for Productivity and Innovation, the sales cycle consists of four cycles, with each necessitating its own refined compensation strategies. Phase one should focus on persuasion selling, and aggressive incentives should be used to motivate the team. Phase two is volume growth and building the client base, which then requires compensation plans to have a variable volume component, as suggested by Cichelli. The last two phases are trained at evaluating progress and optimization. To have compensation correlate with those phases, it should feature metrics that support those strategies, like rewarding sales performance on new value propositions or price realization.