When, how and examples of what your sales compensation strategy should look like for your Saas startup
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Jocko Willink’s book Extreme Ownership which covers a bunch of great topics for business leaders and employees. The authors pull lessons from their experience with the navy seals and examples from consulting. There was one section that I thought was really applicable in today’s current climate with many remote teams and decentralized leadership. This section was titled “Belief” (Chapter 3). I have included an excerpt below from this section of the book and my key takeaways.
Read More![How to align Go-To-Market Strategy with your Sales Compensation Plans [Saas Focus]](https://images.squarespace-cdn.com/content/v1/5afef774c258b4ca50783ddd/1612368174685-2309L0A6TENZS9S44MEV/image-asset.jpeg)
For many Saas companies there is always a question on what to measure/incentivize the commercial team on in relation to the business objectives. Depending on your companies maturity and length of business cycles this can vary drastically. To help guide you through this process there is one question that needs to be answered which should help .
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When creating a sales incentive program these are three golden rules that you always want to follow to ensure success.
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With a Saas sales company there are many roles that are included along the journey. The more complex the solution, the more individuals that are included. To get a baseline I have outlined some of the main roles.
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