Performance Measure Selection is Critical to Incentive Compensation Success. Defining these details for all of the roles in your organization can be tedious to say the least, but it is ESSENTIAL for a good plan design. It’s also essential that you have many heads working on this together. One person cannot think of all angles. For example, something is missing from the measures part of the table below that looks like it might be pretty important for this role. Can you see it? I’ve highlighted the miss on the next table and added in an incentive to cover it. Notice I don’t say what kind of incentive (commission, goal, bounty, etc), just “incentive” as it will be in the next phase that we develop the mechanics of the plan (we call this part Detailed Design, and it’s a lot of fun).
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