14 esempi di piani di provvigione per partner commerciali e di canale efficaci da provare nel 2025
Esplorate i migliori esempi di piani di provvigione per le vendite e i partner di canale. Imparate a progettare strutture di provvigioni efficaci che motivino il vostro team, spingano le vendite e raggiungano gli obiettivi aziendali. Scoprite gli elementi chiave, le best practice e i consigli degli esperti per creare piani di provvigione che funzionino.
In questa pagina
Vi siete mai chiesti come mai alcune aziende hanno team di vendita e partner di canale che sono sempre in piena attività, raggiungendo gli obiettivi mese dopo mese? Il segreto sta in un piano provvigionale ben progettato. È come un carburante per la vostra forza vendita, che spinge le prestazioni e mantiene i partner impegnati.
Un piano di provvigioni ben strutturato è uno strumento potente per guidare le prestazioni e mantenere tutti impegnati. In questo blog analizzeremo vari esempi di piani di provvigione per i team di vendita e i partner di canale, mostrando come questi piani possano essere la vostra arma segreta per il successo.
Perché i piani di provvigione sono così importanti?
A commission plan is a structured system where employees or partners earn additional compensation based on their performance, typically linked to sales or revenue goals. These plans align individual and organizational objectives, encouraging sales reps and partners to strive for higher achievements.
Effective commission plans contribute to:
- Higher motivation and performance: Sales reps and partners work harder when their earnings directly reflect their results.
- Talent attraction and retention: Competitive commission plans attract top performers and help retain them.
- Stronger business growth: Companies that effectively implement commission structures report significantly higher sales performance.
Companies with strong commission plans report up to 44% higher sales performance than those without. Plus, these plans help attract top talent who are confident in their ability to perform and earn rewards.
Il ruolo dei piani di provvigione nella motivazione alle vendite
I piani di provvigione non riguardano solo il denaro, ma anche la motivazione e il morale. I team di vendita con strutture di provvigioni chiare e raggiungibili spesso sperimentano una migliore soddisfazione lavorativa e tassi di turnover più bassi. I partner che vedono ricompense tangibili per i loro sforzi sono più propensi a rimanere fedeli e a continuare a spingere per il successo.
Dopo aver capito cosa sono i piani di provvigione e perché sono importanti, analizziamo gli elementi chiave che compongono un piano di provvigione efficace.
Elementi chiave di un piano di commissioni
Di seguito sono riportati gli elementi chiave di un piano di provvigione:
1. Stipendio base vs. Commissione
L'equilibrio tra stipendio base e commissioni è fondamentale. Lo stipendio di base garantisce la stabilità finanziaria, mentre le commissioni stimolano le prestazioni.
2. Strutture della Commissione
Esistono vari tipi di strutture commissionali, ognuna adatta a diversi modelli e obiettivi aziendali:
- Fixed commission: A straightforward approach where a fixed percentage is paid on every sale. For instance, a 5% commission on all sales.
- Tiered commission: This structure increases the commission rate as sales volume or targets are met. For example, 5% for the first $50,000 in sales, 7% for the next $50,000, and 10% for any amount beyond that.
- Revenue-based commission: Here, the commission is tied to the total revenue generated. This method is particularly effective for high-value sales environments.
- Profit-based commission: In this structure, commissions are based on the profit margin rather than total sales, encouraging sales reps to focus on high-margin products.
3. Incentivi e bonus
Beyond regular commissions, additional sales incentives and bonuses can further boost motivation. These might include:
- Performance bonuses: Extra payouts for exceeding targets or achieving certain milestones.
- Spiffs: Short-term incentives to push specific products or services.
- Non-monetary rewards: Things like trips, gadgets, or recognition awards can also be powerful motivators.
Comprendendo questi elementi chiave, è possibile creare un piano di provvigioni che non solo motiva il team, ma si allinea anche agli obiettivi aziendali.
Esempi di piani di provvigione per le vendite
Sales commission plans are vital in motivating and rewarding sales teams for their contributions to a company’s revenue growth. These plans can be tailored to suit various business models, sales strategies, and industry requirements.
Here are different sales commission structures with practical examples illustrating how businesses can effectively implement them.
1. Straight commission plan
In a straight commission plan, salespeople earn a commission based solely on their sales, with no fixed salary. This structure is common in industries where high performance is rewarded aggressively.
$500,000 × 5% = $25,000 commission
This structure highly motivates agents to close deals, as their income is directly tied to performance.
2. Base salary plus commission plan
This plan provides a fixed salary with an additional commission based on sales performance, balancing stability with motivation.
Base salary: $50,000 per year
Commission: 5% on all sales above $200,000 annually
If a salesperson generates $300,000 in sales, their commission is:
-($300,000 - $200,000) × 5% = $5,000
-Total earnings = $50,000 + $5,000 = $55,000
This approach ensures financial security while encouraging sales growth.
3. Tiered commission plan
Tiered commission plans offer increasing commission rates as salespeople achieve higher targets, driving them to exceed expectations.
- 5% commission on sales up to $500,000
- 7% commission on sales between $500,001 - $1,000,000
- 10% commission on sales exceeding $1,000,000
If a salesperson sells $1,200,000 worth of equipment:
- First $500,000 × 5% = $25,000
- Next $500,000 × 7% = $35,000
- Remaining $200,000 × 10% = $20,000
- Total Commission: $80,000
This plan pushes salespeople to aim for higher revenue brackets.
4. Revenue-based commission plan
In this model, salespeople earn a percentage of the total revenue they generate, aligning their goals with the company’s profitability.
10% commission on total ad sales revenue
For an ad campaign that generates $250,000 in revenue:
$250,000 × 10% = $25,000 commission
This ensures the sales team focuses on high-value deals.
5. Profit-based commission plan
Profit-based plans reward salespeople based on profit margins rather than revenue, promoting smart pricing and discount management.
- 5% commission on the profit margin of each sale
If a salesperson sells a machine for $100,000 with a profit margin of $20,000:
- $20,000 × 5% = $1,000 commission
This motivates salespeople to prioritize profitable deals.
6. Performance-based commission plan
Performance-based plans reward salespeople for achieving specific goals beyond just revenue, such as new customer acquisition or customer retention.
- Base commission: 4% on all sales
- Performance bonus: Additional 3% for acquiring more than 10 new customers in a quarter
If a salesperson sells $300,000 and acquires 12 new customers:
- $300,000 × (4% + 3%) = $21,000 commission
This ensures sales efforts align with broader business objectives.
7. Piano commissionale per il volume del territorio
This plan rewards salespeople based on the total sales volume within their assigned region.
- 2% commission on sales up to $1,000,000
- 4% commission on sales exceeding $1,000,000
If a salesperson generates $1,500,000 in their territory:
- First $1,000,000 × 2% = $20,000
- Remaining $500,000 × 4% = $20,000
- Total Commission: $40,000
This encourages regional market expansion.
8. Draw against commission plan
This plan provides an advance on future commissions, offering financial security while allowing salespeople to earn commissions beyond their draw amount.
- Monthly draw: $3,000
- Commission: 7% on all sales
If a salesperson generates $100,000 in sales for the month:
- $100,000 × 7% = $7,000
- Since the draw was $3,000, the final payout = $7,000 - $3,000 = $4,000 additional earnings
This structure ensures salespeople maintain steady income while aiming for higher commissions.
Esempi di piani di provvigione per i partner di canale
Channel partner commission plans play a crucial role in motivating and rewarding partners who help drive sales and expand market reach. These plans can vary widely depending on the industry, product, and strategic goals of a company. Here are common channel partner commission plan examples to provide a comprehensive understanding of how businesses can structure these incentives.
1. Piani di provvigione differenziati
Un piano di provvigioni a livelli premia i partner in base al volume di vendite che realizzano. Ad esempio, un'azienda tecnologica potrebbe offrire la seguente struttura:
Tier 2: 7% commission on sales between $50,001 and $100,000.
Tier 3: 10% commission on sales exceeding $100,000.
Questo incentiva i partner a vendere di più, poiché i volumi di vendita più elevati portano a tassi di commissione più alti.
2. Piani di provvigione basati sulle prestazioni
Performance-based commission plans are tailored to reward partners who meet or exceed specific targets or metrics. A SaaS company might set goals for new customer acquisition or annual recurring revenue (ARR).
- New customer acquisition: 8% commission for acquiring up to 20 new customers and 12% for more than 20 new customers.
- ARR milestones: 6% commission on ARR up to $500,000, and 9% commission on ARR exceeding $500,000.
Questa struttura incoraggia i partner a concentrarsi sulla qualità e sulla crescita a lungo termine.
3. Piani di ripartizione dei ricavi
Revenue-sharing plans involve sharing a percentage of the revenue generated from sales with the channel partners.
Partners receive 20% of the revenue generated from the campaigns they bring in.
If the partner's efforts lead to additional business with the same client, they might receive an additional 5% on those sales.
Questo piano allinea gli interessi dell'azienda e dei suoi partner, favorendo un approccio collaborativo.
4. Piani di provvigione specifici per i prodotti
In industries with a diverse product range, companies might offer different commission rates for different products.
- High-margin products (e.g., flagship smartphones): 10% commission.
- Mid-range products (e.g., accessories): 7% commission.
-Low-margin products (e.g., entry-level gadgets): 5% commission.
Questo incoraggia i partner a concentrarsi sulla vendita di articoli ad alto margine, a vantaggio sia del partner che dell'azienda.
5. Programmi Spiff
Spiff programs offer short-term incentives or bonuses for achieving specific sales targets.
- Bonus for selling 50 units of a specific product: $200.
- Additional bonus for exceeding 100 units: $500.
Questi incentivi temporanei stimolano le vendite nei periodi critici.
6. Piani di commissione ibridi
A hybrid commission plan combines elements from different commission structures to suit complex sales environments.
- Base commission: 5% on all sales.
-Tiered bonus: Additional 3% for sales exceeding $100,000 in a quarter.
- Performance bonus: Extra 2% for meeting customer satisfaction targets.
Si tratta di un approccio equilibrato, che premia sia il volume delle vendite che la soddisfazione dei clienti.
I piani di provvigione per i partner di canale sono strumenti essenziali per motivare i partner e allineare i loro sforzi agli obiettivi strategici dell'azienda. Scegliendo la struttura giusta, le aziende possono incentivare le prestazioni, guidare la crescita delle vendite e costruire relazioni forti e durature con i partner di canale.
Come Compass automatizza la gestione delle commissioni per massimizzare le prestazioni di vendita
Compass, a sales commission automation platform, helps businesses run effective sales compensation programs by automating and simplifying the management of incentive programs and compensation calculations. This automation drives top-line revenue by ensuring sales teams are motivated and compensated accurately and efficiently. Here’s how Compass can help streamline your sales compensation:
- Automation of incentive calculations: Compass automates the complex process of calculating sales commissions, ensuring accuracy and eliminating errors associated with manual calculations.
- Real-time visibility: Sales teams have real-time access to their earnings and performance metrics, which enhances transparency and motivation.
- Customization of compensation plans: The platform supports various compensation structures, making it flexible to cater to different sales roles and business needs.
- Integration with CRM Systems: Compass integrates with existing CRM systems, allowing for seamless data flow and reducing administrative overhead.
- Performance analytics: The platform provides detailed analytics on sales performance, which helps users make informed decisions to optimize their sales strategies.
- Scalability: Compass can scale with your business, supporting everything from small sales teams to large enterprises.
By leveraging Compass for sales compensation management, companies can ensure that their sales teams are focused on driving sales and achieving business goals rather than being bogged down by the intricacies of commission calculations.
Ready to simplify your sales compensation process and motivate your team like never before? Book a demo with our sales compensation experts to learn more and optimize your sales incentive programs today!
Let’s see how a German luxury auto brand boosts sales with Compass commission management:
A prestigious German luxury auto brand faced challenges in maintaining a competitive edge in the highly saturated luxury automotive market. Their primary goal was to enhance their top-line sales and improve the efficiency and motivation of their sales team.
I dati di vendita del marchio automobilistico di lusso ristagnavano e i suoi team di vendita lottavano con un basso coinvolgimento. Le sfide principali erano rappresentate da incentivi alle vendite obsoleti e dalla mancanza di una comunicazione trasparente riguardo alle metriche di performance e ai compensi. Questo ha portato a una diminuzione della motivazione dei rappresentanti, con un impatto diretto sulle loro prestazioni di vendita e, di conseguenza, sulla crescita complessiva dei ricavi dell'azienda.
Soluzione
Per affrontare queste sfide, il marchio ha collaborato con Compass per implementare una strategia completa di miglioramento delle vendite che comprendeva:
- Software di gestione delle commissioni di vendita: introduzione del software di gestione delle commissioni di vendita di Compass per automatizzare i calcoli delle commissioni e semplificare i processi di pagamento.
- Tecniche di gamificazione delle vendite: Implementazione della gamification delle vendite per aumentare il coinvolgimento e la competizione dei team di vendita.
- Analisi delle vendite in tempo reale: Integrazione di strumenti analitici avanzati che hanno fornito approfondimenti in tempo reale sulle tendenze di vendita e sulle metriche di performance individuali.
Risultati
Dopo soli 90 giorni dall'implementazione del nuovo programma di incentivi alle vendite tramite Compass, il marchio tedesco di auto di lusso ha registrato miglioramenti significativi in diversi indicatori chiave di performance:
- Le vendite top-line sono cresciute dell'11%, grazie all'aumento dell'attività di vendita e dei tassi di chiusura del team di vendita.
- L'impegno dei team di vendita è aumentato, con un notevole incremento della partecipazione attiva dei rappresentanti nel perseguire obiettivi di vendita più elevati.
- L'accuratezza dei pagamenti ha raggiunto il 96,2%, assicurando che i rappresentanti di vendita fossero compensati correttamente e tempestivamente, aumentando il morale e la fiducia nel sistema.
Conclusione
Un piano di provvigioni ben strutturato è fondamentale. Non solo motivano i team di vendita e i partner, ma allineano anche i loro sforzi con gli obiettivi strategici dell'azienda. Comprendendo i diversi tipi di piani di provvigione e incorporando le migliori pratiche, le aziende possono creare incentivi efficaci che guidano le prestazioni e la crescita.
Whether you opt for a flat commission, tiered structure, or performance-based rewards, the key is to design a plan that is clear, fair, and aligned with your business objectives.
Companies like Salesforce, Cisco, HubSpot, Microsoft, and Dell highlight how tailored commission plans can lead to significant improvements in sales performance and partner engagement.
Quando prendete in considerazione l'implementazione o la revisione dei vostri piani di provvigione, ricordatevi di comunicare in modo trasparente, di rivederli regolarmente e di sfruttare la tecnologia per gestire e monitorare le prestazioni. In questo modo, potrete liberare il pieno potenziale dei vostri partner di vendita e di canale, promuovendo il successo e raggiungendo i vostri obiettivi aziendali.
Domande frequenti
1. What is the difference between a sales commission plan and a channel partner commission plan?
I piani di provvigione per le vendite sono concepiti per incentivare il team di vendita interno di un'azienda, mentre i piani di provvigione per i partner di canale premiano i partner esterni che promuovono e vendono i prodotti o i servizi dell'azienda.
2. How can technology help in managing commission plans?
Commission management software like Compass can automate calculations, track performance in real-time, and provide clear reports. This reduces administrative burden, ensures accuracy, and enhances transparency.
3. What is an example of a sales commission plan?
- Base salary plus commission: A salesperson at a high-end retail outlet might receive a base salary in addition to 5% of their sales1. The standard salary-to-commission ratio is usually around 60:40, with 60% fixed and 40% variable.
- Straight commission plan: A sales representative at a B2B SaaS startup could earn a 15% commission on every sale, without any base salary1. For example, landing a $10,000 deal would earn them $1,500.
- Absolute commission plan: A salesperson might get a flat dollar commission for each new customer they acquire, regardless of the deal size1. For instance, $500 per new customer.
- Tiered commission plan: A sales representative might receive 5% commission on sales up to $50,000; 7% on sales between $50,000 and $100,000; and 10% on sales above $100,000.
- Territory volume commission plan: If a team of five generates $750,000 in sales within their territory at a 10% commission, they would split the money and receive $15,000 each.
4. What is an example of SDR comp plan?
- Inbound SDR comp plan: With a $65,000 OTE (Base: $39,000), commission rates can be structured as: $500 for lead response time less than 5 minutes, $250 for less than 10 minutes, and $0 for over 10 minutes. Furthermore, $150/opportunity for 5+ qualified opportunities and $250/opportunity for 9+ qualified opportunities, along with 1% of all closed-won revenue booked by the SDR.
- Outbound SDR commission plan: With a $65,000 OTE (Base: $32,500), commission rates can be structured as: $400 for 1000 meaningful touches, $200 for 750 meaningful touches, and $0 for less than 750 meaningful touches. Additionally, $100/opportunity for 6+ sales accepted meetings and $250/opportunity for 11+ sales accepted meetings, plus 2% of all closed-won revenue booked by the SDR.
5. What is the partner commission structure?
This typically refers to the arrangement where a company pays a partner (e.g., a reseller, affiliate, or distributor) a commission for bringing in new business or generating sales. The structure can vary, with options like flat fees, percentage-based commissions, tiered commissions (based on sales volume), or performance-based incentives.
6. What is a good commission percentage for sales?
A good commission percentage can vary by industry and the specific sales role. Generally, sales commissions range from 5% to 20% of the sale value. Higher percentages may apply for high-margin products or complex sales processes, while lower percentages are common in industries with low margins or for inside sales roles.
