Experts in Compensation Plan Design
We are committed to providing the best compensation design services, custom and industry surveys, and implementation support to companies who want to strategically align compensation with organizational goals.
Experts in Compensation Plan Design
We are committed to providing the best compensation design services, custom and industry surveys, and implementation support to companies who want to strategically align compensation with organizational goals.
Prosperio Group helps organizations across the world fine-tune their compensation plans to attract and keep good talent and hard workers—and to stay competitive in the industry. We are committed to providing the best compensation designs, custom and industry surveys, and implementation support to companies who want to strategically align compensation with organizational goals.
Incentive Calculation Tools (Excel & Power BI SaaS)
MeasureUp Compensation Surveys
Freight Broker Compensation Book
Beth Carroll, the founder of Prosperio, is the lead developer on every project. Prosperio Group has a team of engineers who support Beth behind the scenes, but you can rest assured you will never be "passed off" to a junior developer who has far less experience. Beth is the expert, and she is who you will want to work with. Every client, no matter how small, has direct interaction with Beth.
Beth has over 20 years of experience developing highly motivational plans across a variety of industries. She is a recognized expert, frequent speaker and published author on the topic of sales compensation. She has worked with over 200 companies and has encountered all manner of sales incentive practices. While your situation is certainly "unique" and no other company is exactly like yours, Beth's wealth of experience with many companies allows her to draw on this breadth of experience to develop creative solutions that address your specific and unique issues.
Many of the big firms design plans but do not help with the calculation of the plans. While we respect that some companies do not need this level of support, or have sufficient experience in house to handle it, we are well-experienced at taking plans all the way through to monthly or quarterly calculations using Excel and/or Power BI so that your team can handle much of the on-going support themselves.
We price most of our projects using a fixed fee approach. This means you know exactly what it is going to cost from the start and there are no surprises. The only time the price changes is if the scope changes at your request, meaning you've added additional meetings, additional roles, and/or the data needed more extensive clean up than was initially believed to be the case. We make it very clear what circumstances could cause a scope change and always bring it to your attention ahead of time. That said, 90% of our projects conclude at the price for which they were originally sold.
No hidden fees or mark-ups. Many of the bigger firms quote a fee range (it will always be the high end of the range) PLUS they add on a double-digit "administrative service" fee that is a percentage of the service fees. This can amount to thousands of additional dollars that is not clearly disclosed in the original contract. The majority of our projects are conducted entirely virtually, eliminating any additional out of pocket charges for travel - unless you specifical request that we travel.
Trying to learn more about compensation? Make sure to visit our blog for the latest insights and tips to maximizing your compensation plan effectiveness. As well as plenty of common mistakes to avoid.
In this webinar, Beth previews key topics covered for her upcoming training and answers questions from the audience. Learn more strategies to recruit and retain top talent and how to shape your organizational structure to fit your compensation needs.
At the TIA’s recent Lunch and Learn, Beth gave a quick introduction to the most common Freight Brokerage organization structures, compensation methods, and the pros and cons of each.
The Ohio Trucking Association recently hosted their 2021 OTA Annual Conference, presented by Pilot Company, this week in Columbus. Over 160 in-person and virtual attendees joined exhibitors and sponsors for the event. The conference featured outstanding programming, opportunities to network and of course featured speakers, including Beth Carroll.
Earlier this month Beth Carroll was a guest on an episode of OTA on the Air with President & CEO Tom Balzer. For anyone unfamiliar, OTA on the Air features industry experts and thought leaders who provide updates on the regulatory, legislative and compliance environment. Beth will also be one of the Keynote Speakers at this year’s OTA Annual Conference in September.
n this episode of TIA Delivers Podcasts, Beth Carroll, Managing Principal of Prosperio Group, provides insights into the series she has been writing for TIA's 3PL Perspectives Magazine. The series, “Going Beyond Commissions”, details the different approaches to goal-based incentives. Her unique perspective and range of industry knowledge are extremely valuable to the 3PL community and this is an episode that you won't want to miss!
The Psychology of Motivation and Rewards - In this new category of blog post, guest columnist, John Burkholder, gives us the rundown about how restriction actually fuels temptation.
In this month’s issue of 3PL Perspectives, Beth dives into the differences between commission and goal-based incentives. For instance, did you know that A non-discretionary bonus is based on a formula, which can be every bit as precise, objective, and LUCRATIVE as a commission plan?
Beth was recently a guest on The Freight Advisors where she had a great conversation with Jared Taylor about the importance of compensation in the freight space. Whether you're a logistics provider or an asset trucking company, getting the right compensation package in place is incredibly important. They also walks us through what that looks like, how to think about compensation, and the importance of emotional intelligence while devising the right strategy.
Beth was recently invited to be a guest columnist for the Tenney Group blog and did a great Q&A regarding Incentive Compensation in a Post-COVID World. If you are interested in how other companies have been handling changes to their compensation plans as a result of COVID-19, you’ll definitely want to give it a read.
The answer depends, in part, on how the goal was initially set and if there was any provision for double crediting when goals were allocated. Sometimes each sales rep is an island unto themselves, and the sum of their goals equals the overall sales budget. Other times some overlap is built into the system of goal allocation and the sum of the individual goals may equal more than 100% of the overall sales budget. If the goals were set with the planned overlap, then the answer is easy – it’s fine to reward with double credit because the reps were double goaled. But what if the goals weren’t set that way at the start?