Should you disclose the compensation details of the top performing sales people to the rest of the sales team? Will this motivate or create resentment?
Yes, will motivate the core/average performers43%
No, will create resentment57%
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The majority of responses are No, it'll create resentment. I'm afraid I have to disagree, given the following assumptions: 1)Rep attainment to plan is public. 2) Compensation plans are consistent across the sales org. 3) the compensation variable of reps OTE is equal.
The first 2, I believe, should be true. The 3rd aspect depends on various factors, such as the rep's experience, negotiation during their interview, or tenure.
If all three are true. Share. Sales is a competitive game. Reps with equal opportunity to earn the same should see what a top performer makes, so it drives them to do more, learn more, and iterate more to ensure they make it to the top.
If comp plans vary across the sales org, which is highly likely, I would agree with the masses, and it may cause resentment or, worse, create attrition.
I think it can be helpful in the right circumstances, and harmful in others. The reality is that you SHOULD have the same comp plan across your reps so they should be able to simply calculate what your peers are making anyways.
As with many things, how the conversation is handled and who you are talking to matters most. If you've someone who is very money motivated, absolutely it should be a talking point.
It can cause issues or fall on deaf ears when people feel the person with the big numbers has been treated more favorably than others. Then it is definitely NOT a good idea to share. It is certainly nuanced but can be powerful in the right context!