So is everyone else!
Companies confirm COVID-19 played a major impact in sales pay program changes for 2021, according to results in the recently published Alexander Group’s 2021 Sales Compensation Trends Survey. In fact, the survey findings produced several “first-time” occurrences in the 19-year history of the survey.
Download the Executive Summary for more findings.
More than 100 participating companies felt the pandemic’s impact on revenue performance. Although the impact varied with some industry sectors suffering significant revenue declines and others meeting their sales forecast, a surprising few accelerated revenue performance. One of the most notable findings: For the first time in the survey’s 19-year history, 100% of the survey participants plan to make changes to their next fiscal year incentive program.
Source: Alexander Group’s 2021 Sales Compensation Trends Survey
Companies were disappointed in the performance of the pay program in 2020. For the first time in five years, less than 50% of the participants reported that their sales compensation program was effective in 2020. Only 46.3% rated their sales compensation plan effective.
Source: Alexander Group’s 2021 Sales Compensation Trends Survey
Revenue Performance Skidded
Revenue leaders had anticipated a 6% revenue growth in 2020 at the end of 2019; yet, the actual median revenue growth was only 2%. Revenue performance was 90% of anticipated budget. However, companies are planning for a robust revenue increase of 8% in 2021.
What About Sales Compensation Budgets?
Incentive costs declined -1.5% in 2020. 2021 will see modest budget increases in base pay (3%) and total compensation costs (2%).
Source: Alexander Group’s 2021 Sales Compensation Trends Survey
What is Happening to Turnover and Headcount?
Turnover dropped in half for 2020 from the traditional 10% turnover rate for sellers to 5% in 2020. Management expects low turnover for 2021, anticipating a 5% turnover. The number of companies planning to trim headcount in 2021 more than doubled from 8.5% planned in 2020 to 17.5% for 2021.
Source: Alexander Group’s 2021 Sales Compensation Trends Survey
2021 Focus: Grow Revenue From Existing Accounts
67% said senior management is focused on growing revenue from existing customers in 2021.
Source: Alexander Group’s 2021 Sales Compensation Trends Survey
Summary
Partial incentive pay protection was common for 2021 changes. Many companies provided some degree of pay projection for those significantly impacted by COVID-19 market disruptions. Companies made adjustments on a case-by-case basis, sometimes changing quotas and formulas and, in other cases, providing sellers a minimum pay guarantee (less than target incentive) for those highly impacted by COVID-disrupted revenue performance.
Most likely, with the start of the new fiscal year, armed with new quotas and prospects for a more predictable year, sales compensation programs will once again meet revenue leadership’s performance expectations.
Want to learn more about the findings and their impact? Contact us for a complimentary briefing.
David
David Cichelli
Sales Compensation Educator, Author, Speaker
Connect with me on LinkedIn!
©2021 The Alexander Group – All Rights Reserved – Issue No. 200221
READ ALL ISSUES:
Solving Today’s Market Disruptors
Global Sales Comp Practices
Sentinel Charts to Monitor Programs
Sales Comp: Linked Formula Design
Sales Quotas: Friend or Foe?
Sales Comp: Breaking the Rules
New Fiscal Year Sales Comp Plan
Sales Force Trends
Test Your Knowledge
You Can’t Hide From It
Getting the Mix and Leverage Right
2021 Sales Comp Hot Topic Findings
Should Reps Be Paid on Profits?
Sales Comp Starts With Job Design
Quota Busters!
Sales Compensation Victims
Global Sales Compensation
Are Salespeople Coin-Operated?
2021 Sales Comp Trends Findings
Is Sales Comp Just for Sellers?
Sales Comp: Rewarding Sales Profits
Pay Equity and Sales Compensation
2021 Sales Compensation Planning
Avoiding Common Misunderstandings
2020 Sales Comp Hot Topic Findings
What COVID-19 Found in the Shallows
Best Revenue Recovery Solutions
Save the Sales Force
Sales Seek to Protect Incentive Pay
Should You Protect Sellers’ Pay?
Use the Right Measures!
Are Comp Plans Industry Specific?
Careful About That Threshold
Commit to the Money, Not Mechanics
Should You Change Your Comp Plan?
Are sales comp costs variable?
