Incentive Compensation for Recruiting and Sales
Time: Feb 13, 2020 01:00 PM Eastern Time (US and Canada)
Before doing anything else, a trucking company must do two things: hire or sign on drivers and get customers to pay them to move their freight. In our last session (available here for review) we looked at setting up the compensation plans for the operations teams so that your business runs smoothly and at peak efficiency, with all your key personnel working toward common goals. But…how do you be sure you have something for them to work on? You hire the best drivers and you get the right customers with the right freight for your network. Neither of these tasks is easy, and the roles of recruiting and sales are "highly prominent" roles (meaning they have a lot of impact on the outcome) and therefore they tend to have more pay at risk than any other roles in the organization. However, these can be very complex roles to develop incentive plans for as there is much that still remains outside of their control. If a driver quits after 30 days, is that the recruiters fault? Probably not, but you aren't going to want to pay lucrative incentives for drivers who turnover quickly. If you tell a sales rep NOT to take on an account because their freight doesn't fit your model, how does that impact that reps' pay? You can't pay for freight you don't want or don't have capacity to move, so your needs can often be at odds with your sales reps' needs (and natural instincts) to SELL SELL SELL. The right compensation plans can bride these gaps and get their motivation aligned with your business needs. This session will explore different ways these roles can be compensated and how different models work (or don't work) in different circumstances. Remember…having the right incentives MATTERS!