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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The value of merit increases
Workplace attitudes are shifting, and employee compensation programs should follow suit. Job-hopping from one position to the next used to be highly discouraged, but in a somewhat unstable economy, workers are becoming less afraid to leave one company to pursue their careers at another. In order to retain hard-working employees, the right compensation plan must be put in place, including merit increases. Make the money count Even in difficult economic times, top companies are making room in their budgets for merit increases to reward hardworking staff members. Many companies now take an approach wherein, even if there is no improvement in budget over the course of a fiscal year, some star performers will still get merit increases. According to the Society for Human Resource Management, under this new mindset, if there is a budget increase over a year, some employees still may not get an increase, while others will receive significant ones. This method makes clear to employees that performance will be valued above all else - by rewarding top performers even in times of economic stress, company loyalty will stay intact. Find out who really means business The best applicants and workers are often attracted to pay-for-performance positions. For those who are looking to coast through an office job, these programs may prompt them to evaluate whether they really want the job in the first place, or if there might be a better company for them somewhere else. Many managers and HR officials are wary to lose even low-performing employees, due to the potential costs of turnover. Ken Abosch, compensation practice leader at Aon Hewitt, disagrees. "Studies have shown that below-average performers contributed less than 10 percent of the value of average performers to an organization," Abosch said, "and above-average performers contribute almost twice the value of average performers to an organization." In other words, merit increases help retain high achievers, weed out low-performers, and streamline companies from top to bottom.