Compensation Planning and Paymentsoverview
In complex businesses with multiple customer-facing roles, your sales compensation management system must blend a range of quantitative and qualitative incentives.
Commission Payment Software | IconixxOverview
Modeling and ForecastingOverview
Optimize Sales Strategies, Reduce Risk with Robust Plan Modeling. Anticipate how compensation plan changes will impact financial results and motivation of your sales team.
Iconixx Manages Your Company's Workflow from Assignment to Review and ApprovalOverview
Why Automate Your Workflow Process? Salary and compensation processes extend beyond one department. Managing workflow between field representatives, HR, Management, Sales Operations, Finance and Executives is crucial.
Governance and ReportingOverview
Accurately Model, Forecast, and Report. Simply design and review plans before releasing. Create plans in your modeling environment to achieve confidence in the actual outcomes. Apply standard templates, create ad hoc reports, or use a vast array of analytic tools.
Iconixx for Quota ManagementOverview
Iconixx enables companies to simplify quota planning processes with our sales performance management software. Quickly and easily use valuable insights to create accurate and attainable sales quotas that align with your business goals.
Automate, Simplify, and Streamline Incentive & Compensation Plans for Peak PerformanceOverview
Boost performance and build employee loyalty with Iconixx Incentive™. Iconixx Incentive™ makes it easy to efficiently and clearly create and manage even the most complex structures for discretionary pool bonuses, management-by-objective (MBO) rewards, and noncash payouts and promotions
Sales Compensation Software by IconixxOverview
An Easier, Safer Path for Sales Performance ManagementOverview
Sales Performance Management for Your Industry. Yes, Yours.Overview
- Knowledge Center
- View Demo
How to motivate employees with total compensation management
By Brian Thompson,
Total compensation management is key to a motivated workforce. A motivated workforce, of course, is key to lasting business success. That much is clear - how to actually motivate your employees is an effective and lasting way is another matter entirely. There's an art to motivation that consists of driving energetic productivity with performance-based rewards that serve as meaningful catalysts for employees to do better.
As any manager who has struggled to define exactly what type of total compensation management strategy best fits his or her organization knows, it's about making intangible things tangible. Finding personal motivating factors and then incorporating them into compensation management is one way to directly boost employee engagement, wrote Business 2 Community contributor Shea Heaver. The trick is that it doesn't have to be as hard as you might think. In fact, simplicity might be better.
Keep it real by keeping it simple
The more hurdles employees have to leap and walls they have to scale, the further away they'll be from achieving optimal productivity. Most obstacles probably stem from some aspect in which management intends to improve efficiency, but to employees rules and directives often come off as arbitrary. Having to chip away at less than meaningful tasks can make personnel feel less fulfilled by their work. If they feel like they're tied to various benchmarks and checkboxes in order to do their jobs and indicate that they're doing them well, the work loses meaning and productivity dwindles. Instead, look toward collaborative strategies that prioritize employee interaction over siloed activity.
To go simple, remove silos. Walls and barriers box employees in and actually encourage them to only work independently, wrote Entrepreneur contributor Beth Kuhel. While self-sufficiency can often be beneficial, it's not as helpful when employees feel like they're pursuing high performance in isolation. She wrote that organizations should focus on developing total compensation management techniques that encourage collaboration and communication. One way to do this is establish feedback loops, which encourage employees to face the consequences of their actions. Seeing how their activities affect others can be a powerful way to drive meaning. This increased reciprocity only comes when the organization removes barriers between employees.
"The biggest companies can begin to operate more efficiently, like small ones, once they start behaving internally in a more entrepreneurial way," Kuhel wrote. "Showing concern for employees and empowering them to participate in the business requires a reevaluation of organizational management and processes."