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B2B SaaS sales commissions have been evolving over the past few years. More companies are adopting innovative pay models as a way of boosting sales performance with some reporting significant increases in sales productivity. In such a selling ecosystem as the B2B SaaS, cycles are generally long, products complex, and usually involve recurring revenues. This complexity requires a fairly structured approach to defining sales compensations.

High-growth SaaS product companies like Shopify that pay per expected customer lifetime value see their revenues make impressive strides over time. This is a good example of how the design of a compensation program can drive success for a B2B SaaS company.

This blog is going to provide a definitive guide to B2B SaaS Sales Commissions; the multiple models, best practices, and strategies that will help companies be more effective in setting up their sales compensation plans.

Understanding sales commissions in B2B SaaS

Sales commissions in B2B SaaS are performance-based incentives given to sales teams based on criteria like the number of deals closed, contract value, or meeting specific sales targets. These incentives encourage sales representatives to achieve or exceed their goals, aligning their efforts with the company's revenue objectives. The role of the B2B SaaS sales commission extends beyond the close of a sale. It is an intelligent way to:

  • Drive the right behaviors: Compensation, when it is tied to defined metrics, drives sales activity that supports business objectives.
  • Attract and retain top talent: Competitive commission structures help SaaS companies attract and retain the best sales professionals in a dynamic labor market.
  • Drive growth: Well-designed commission plans can push salespeople to step outside their comfort zones and drive rapid business growth.
  • Customer satisfaction: By relating the success of customers to commissions for sales teams, there can be long-term incentives concerning customer relationships.
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These incentives, if drawn well, can do wonders for a business. Take this booming ed-tech company as an example. An ed-tech platform, with a 31-member sales team, struggled with complex commission plans, leading to confusion and declining performance. 

Using Compass, they streamlined their commission management by setting up multiple plans for different teams and objectives on a single platform. They also introduced gamification, awarding badges and points to motivate sales members.

As a result, the platform saw a 94% adoption rate, a 12% increase in payouts, and an average distribution of 55,000 points per month, demonstrating how simplified commission plans and gamification can boost both satisfaction and growth.

How do B2B SaaS commission structures differ from traditional models in several ways?

Traditional commission models typically involve straightforward percentage-based payouts on each sale, with a focus on immediate revenue. They often lack complexity, rewarding sales reps based on short-term goals without considering long-term customer retention or recurring revenue. Here is the difference: 

  • Focus on recurring revenue: The SaaS model focuses on customer lifetime value rather than the one-time sale, so salespeople need to look beyond the first contract to upsell opportunities, renewals, and expansion.
  • Longer sales cycles: Complex B2B sales can run into months, necessitating different commission timing. Some firms introduce milestone-based commissions to keep reps engaged during lengthier sales processes.
  • Product complexity: SaaS products often require technical knowledge, which drives a different type of commission structure. Companies can include bonuses for product certification in their commission plans to encourage ongoing learning.
  • Customer success metrics: Many SaaS companies tie their commissions to the usage and retention of your software by the customer.
  • Multi-touch attribution: B2Bs typically involve a multi-touch selling process for a SaaS business, from getting the initial touchpoint to product demos and follow-up conversations. This kind of multi-touch process requires a commission structure that rewards different members of the team at various stages in the selling cycle.

Common types of sales commission structures

Below are the 6 most basic sales commission structures:

  1. Base salary plus commission: This compensation plan model follows a fixed base salary with commissions on offer, subject to sales performance. It provides a base salary to sales representatives, meanwhile motivating them to reach higher levels with commissions. The base and commission rates could be balanced according to requirements set by the company and the conditions prevailing in the market. 

    It's effective because B2B SaaS companies generally have longer sales cycles. The salesperson is assured of income even during long-drawn negotiations and, with it, compelled to close deals. Companies can modify the plan by commission rates or adding performance levels to meet goals in such a scheme to encourage the sales team.
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For example: A very well-known communication platform Slack offers competitive base salaries with commissions tied to new customer acquisition and existing customer expansion. A sales representative for Slack would likely be paid a base salary of $164,000 per annum, with a 10% commission on new sales and 5% on upsells to current customers.
  1. Tiered Commission Structures: Tiered structures increase commission rates if representatives achieve higher sales goals. For example, at Zoom Video Communications, the increasing commission rates go from 5% to 15% if reps exceed their quota. Say, for example, the Sales Representative can achieve the following in Zoom:
  • 7% commission on sales less than 100% of quota
  • 9% on sales between 100-120% of quota
  • 12% on all sales over 120% of quota

    It incentivizes representatives to reach for more than the basic goals for much bigger rewards.
  1. Recurring Commissions: This system ensures commission as long as a customer account remains active. This works with the SaaS subscription models, helping salespeople retain customers for a long period. Representatives earn a percent of the money coming in on a continual basis.

    This keeps them focused on building enduring relations with their clients, not on quick, shaky deals. Harvard Business Review research supports that recurring commissions are effective for building long-term client relationships.
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Example: A company pays 10% commission of MRR in year one and 5% afterwards. On a $1,000 a month customer, a salesperson makes $100 a month in year one ($1,200 total) and $50 a month ($600 per year) in future years over the lifetime of the subscription. This, therefore, appeals to the salespeople for long-term success and retention of customers.
  1. Accelerators and Incentives: These are additional incentives to exceed targets. They are designed to motivate sales representatives to strive for performance above quota with the use of additional commission rates or bonuses. This model can lead to a significant increase in sales productivity along with revenue growth. Accelerators generally start at key thresholds, with some type of tiered system giving much to top performers.
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Example: A salesperson receives a standard 10% commission up to quota but then sees that commission rate rise to 15% on all additional sales after quota has been met. Some companies also provide non-monetary incentives, such as extra vacation days or public recognition of a good performance. The structure should keep motivation going throughout the sales cycle and can be particularly effective in driving end-of-quarter or end-of-year pushes to meet company goals.
  1. Multiply Commission Plans: Some B2B SaaS companies have commission-rate-modifying plans depending on various factors. These could be plans that adjust the commission rates about certain criteria: product type, customer segment, or even deal profitability. Because these plans are flexible, companies can, therefore, incentivize specific sales types in ways that align with broader business objectives.
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Example: There may be a company that has a base commission rate, say 8%, but multiplies it by 1.5 to make it 12% for acquiring new customers. For renewals, the multiplier might be 0.8, resulting in a 6.4% commission rate.

This structure enables a company to direct its business along a certain dimension—toward acquiring more customers or making greater profits—simply by changing the sales force's reward structure. This complex setup enables the company to adjust incentives depending on what business goals have to be met.
  1. Residual Commission Model: Residual models matter a lot for companies that care about customer success. This is a method for tying sales rewards to long-term client value and a way to motivate the salesperson to help the client grow, rather than just "make the sale.".
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Example: A salesman closes a sale with a customer who subscribes to a plan worth $500/month. He is paid a 5% residual commission and so he earns $25/month. Six months later, the customer upgrades to $1000/month. The salesperson's commission scales with revenue and increases automatically to $50/month.

This way, the salesman is also encouraged to continuously provide help for further growth and satisfaction of his customer. It keeps salespeople in touch with their customers after the sale has taken place and ensures the success of customers and the growth of their accounts.

Best Practices for Designing B2B SaaS Sales Commission Plans

8 best practices to design a great B2B SaaS sales commission plan.

  • Company goals: Commission plans must be aligned and drive the key business objectives. For example, when the company started targeting businesses instead of individual customers.
  • Keep It Simple: Complex plans can confuse and even de-motivate salespeople. Complexity in commission schemes not only created confusion at first but eventually decreased motivation altogether. Keep it simple and clear.
  • Quarterly reviews: Update and improvise plans according to the market changes. Review the commission structure quarterly to better suit against market change. 
  • Transparency: Clearly show how commissions are calculated. Create trust and motivation among the salespeople through real-time dashboards displaying the commissions.
  • Balance team and individual performance: Support working together while recognizing individual work. This encourages teamwork without diminishing personal drive.
  • Use customer success metrics: Some of the commissions should be tied to customer health and usage. Companies can make commission calculations based on customer usage data, to have sales reps sell to the right customer.
  • Quick payments: Implement systems that pay commissions quickly and accurately that keep your sales team motivated and trusted.
  • Bring in data-driven insights: Use analytics to constantly improve the commission structure.This will ensure that plans are aligned with company goals.

Challenges in implementing sales commission plans

A few challenges while implementing sales commission plans are:

  • Data accuracy: Make sure all sales are tracked and allocated correctly. Invest money in better analytics tools to ensure commission calculations are fair and accurate.
  • Plan complexity: The rewards should be clear, but not too complicated. If your company has complex plans, simplify it by focusing on some major measures, the outcome will be better sales results.
  • Market changes: Adapt plans to new situations and new products in the market. 
  • Sales team buy-in: Getting new or revised compensation plans approved. Include sales leaders in developing the revised plan to have their buy-in and also to ensure smooth implementation.
  • Cash Flow Management: Strike a Balance between paying the commissions and the welfare of the company. One should not supersede the other, making the company go broke.
  • Legal and compliance: Considering complex rules on geolocation-related sales pay. Check if the sales commission plans worldwide are in adherence to local laws and rules.
  • Motivate long-term thinking: Sell not for today but for the whole customer life cycle. This can be addressed by the ability to take into account customer retention metrics in commission calculations.
  • Turnover: Managing commission structures when salespeople leave in the middle of a deal or while in an active transaction. Put together a fair process of commissioning and account hand-off.

5 best software for B2B SaaS sales commission

Here is the list of 5 best B2B SaaS Sales Commission Software you can choose from 

Software

Belangrijkste kenmerken

G2 Ratings

Compass

Real-time commission tracking, integration with CRM systems, and customizable dashboards


4.5/5

CaptivateIQ

AI-driven commission calculations, scenario modeling, and automated payouts


4.7/5

Spiff

Visual plan maker, live commission reports, smooth integrations


4.6/5

Xactly Incent

Advanced analytics, AI-driven insights, on-the-go access


4.4/5

Performio

Multi-currency support, dispute resolution workflow, compliance tracking

4.5/5

1. Compass

Compass provides real-time visibility into the sales performance and commissions of the organization. It is a complete sales commission tracking software for B2B SaaS while keeping teams motivated and on course.

Compass automates complex commission calculations, eliminating the need for spreadsheets and reducing errors. This feature is crucial for maintaining accurate and timely payouts.

The platform provides powerful analytics and reporting tools that enable businesses to track performance and payouts in real-time. Users can visualize data trends across different dimensions such as regions, teams, and programs, which aids in making informed business decisions.

Compass supports various commission structures suitable for SaaS business models, including recurring commissions for customer retention. This flexibility allows companies to align their compensation strategies with their specific business goals and sales processes.

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A leading automotive solutions provider faced challenges with manual commission calculations and a lack of visibility as they grew. By adopting Compass, they automated commission processes and provided real-time performance tracking for sales reps and business heads. Within 100 days, they saw a 20% increase in incentive adoption, 18% more qualifiers, and a 25% rise in payouts.

2. CaptivateIQ

It offers leading companies like Carta and Gong the most comprehensive, AI-driven calculation and modeling capability to design and manage complex commission plans.

3. Spiff

With its intuitive, drag-and-drop visual plan builder and real-time commission statements, fast-growing SaaS companies like Intercom and Clearbit have used Spiff to great effect.

4. Xactly Incent

Harnessed with advanced analytics and AI, Xactly Incent is the sales compensation strategy that makes a leading difference for enterprise companies like Salesforce and HP.

5. Performio

This is best for large SaaS companies because it has multi-currency support and compliance tracking across large and sometimes geographically dispersed sales teams.

Conclusie

An effective B2B SaaS sales commission structure is always at the core of any growth-oriented and sales team-motivating process. Companies can build efficient incentive systems aligned with their business goals and market dynamics by understanding the unique aspects of SaaS sales, putting in place best practices, and using advanced commission management software.

As the B2B SaaS landscape continues to change, so too must commission structures. Ultimately, the effectiveness of the B2B SaaS companies that can view their sales commission structures as not just an element of static compensation but as a dynamic tool driving business strategy and fostering high-performance sales cultures will set them apart from the rest. Schedule a call with Compass and see how it can transform your sales compensation plan into doing wonders.

FAQ's 

1. How often should a B2B SaaS sales commission structure be reviewed?

Review your structure at least annually; with quarterly check-ins, ensure you are aligned with business goals and changing market conditions. Do so more often to be agile in a fast-moving market.

2. What is the right mix between base salary and commission for a B2B SaaS sales role?

The key to SaaS compensation varies. Most successful SaaS companies use a 60:40 or 70:30 ratio of base salary to commission, which tends to allow for competitive fixed pay while maintaining a strong performance incentive. 

3. How can we incentivize customer retention in our commission structure?

Set up ongoing commissions, based on when customers renew or grow their contracts, or link some of the commission to customer satisfaction scores or usage numbers. Create policies for paying commissions for renewals over several years.

4. Should we cap commissions for top performers?

Most experts suggest not capping commissions, since it might make high performers lose their motivation. Rather, use accelerators for outstanding results. Consider the accelerator model, where for overperformance, commission rates double.

5. How can we make sure our commission structure grows with the company's success?

Make the plan flexible, have different levels that can grow, and check on goals and targets often to change them. Use multipliers in the commission system, a detail that makes remuneration straightforward to adjust with the company's growth and a changing point of interest.

6. What metrics should be used to check how well our B2B SaaS sales incentive structure works?

Key metrics include sales productivity, customer acquisition cost, customer lifetime value, renewal rates, and overall revenue growth. It is also about the level of satisfaction and retention rate of your sales team. 

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