The benefits of sales compensation are different across roles in a company. From the executive team to individual contributors, the benefits may vary but the results are improved company performance.

Spreadsheet madness. Stuck in the old paradigm of using spreadsheets to manually calculate sales compensation? Many companies either simplify or overly complicate sales compensation programs due to the lack of an automated solution.

Sales in the dark. How much visibility does your sales team have into sales compensation programs and attainment? Lack of visibility extends from compensation plans to order details. Many direct and indirect sales organizations only gain visibility into compensation weeks or even months after a period closes.

Ineffective plans. Sales performance can be directly linked to the effectiveness of sales compensation plans and programs. Today's inflexible and manual solutions prevent companies from designing and implementing plans that best align to corporate goals and objectives.

Frequency of change. Many companies only change sales compensation plans once a year because of the time and cost associated with their current solutions. Change is a daily, even hourly, occurrence with sales compensation. Today, the need to handle organizational and program changes quickly is a requirement, not an option.

The Sarbanes-Oxley challenge. Most spreadsheet or manual solutions today simply provide a framework for calculating sales compensation. Due to the nature of these solutions, there is typically no automation or auditing to streamline processes and track changes.