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Driving Sales Success Across Industries

Providing sales compensation plan design services and sales effectiveness consulting of the highest quality at a reasonable price

Unlock Your Business Potential with Elliot Scott Consulting

Elliot Scott has over 25 years of sales compensation consulting experience and has served dozens of clients across industries in the U.S. and around the world. This experience allows us to work efficiently and effectively, with no work handed off to junior sales comp consultants. We bring a wealth of knowledge and proven strategies to the table, providing the same work as larger consulting firms but at higher quality and significantly lower cost.

PROVEN METHODOLOGIES

PROVEN METHODOLOGIES

CONCEPTUAL AND TECHNICAL EXPERTISE

CONCEPTUAL AND TECHNICAL EXPERTISE

HIGH SERVICE QUALITY AT A LOWER COST

HIGH SERVICE QUALITY AT A LOWER COST

SPEED AND EFFICIENCY

SPEED AND EFFICIENCY

Higher Quality

Nothing is handed off to junior consultants

Highest level of ownership and accountability

Highly experienced in all aspects of the work

From concepts to analysis to communication

Lower Cost

Low overhead

Efficiency

Incentive Compensation

Our Incentive Compensation services help organizations develop performance-driven reward systems that align with business goals and motivate their sales teams. Our thorough and proven approach ensures that your compensation strategies not only incentivize the right behaviors but also support sustainable business growth. Our scope of services includes:

Incentive Plan Audit

Incentive Plan Audit

Quick review of plan documents and pay/performance data to identify immediate opportunities.

Incentive Plan Assessment

Incentive Plan Assessment

Detailed assessment of strengths and weaknesses of current plans and needs for the future. Includes interviews, data analysis, and document review.

Detailed Plan Design and Costing

Detailed Plan Design and Costing

Full plan design, or re-design, resulting in complete, unambiguous designs that can be implemented immediately.

Incentive Plan Communication

Incentive Plan Communication

We provide implementation and communication plans, detailed plan documents, communication presentations, compensation statements, and incentive calculators.

Plan Design Workshop

Plan Design Workshop

4-8 hour session to review existing plans and their strengths and weaknesses, and then move quickly to plan re-design.

Incentive Compensation Training

Incentive Compensation Training

We offer incentive compensation training to individuals or groups, tailored to meet your needs.

Sales Effectiveness and Efficiency

The objective of our sales effectiveness consultant work is to improve the efficiency and effectiveness of your go-to-market model. Listed below are some specific services within this practice, but the work is highly tailored to individual client needs.

Maximizing your sales force’s performance is key to achieving your business objectives. Our services provide organizations with the right tools and insights to enhance their sales operations, performance, and customer relationships. Our scope of services includes:

Customer Segmentation & Targeting

Customer Segmentation & Targeting

Identify and evaluate actionable customer segments and determine the level and type of sales effort to apply to each.

Sales Role & Organization Design

Sales Role & Organization Design

Determine what types of sales roles would be best for your objectives and optimal reporting relationship to achieve targeted sales results for each customer segment.

Sales Process Assessment & Design

Sales Process Assessment & Design

Analyze and modify current sales processes with regard to the optimal assignment of roles to tasks, expected timing, and return on effort. Re-configure to align with business changes.

Sales Force Sizing & Deployment

Sales Force Sizing & Deployment

Based on the current workload and market potential, determine the optimal number of resources in each role and design territories that maximize results.

Quota Setting

Quota Setting

Analyze and improve current quota setting and quota management processes to deliver fair and accurate quotas.

Why Our Clients Trusts Us

“Elliot is that rare person who can do it all to make a sales compensation program successful – from grasping the strategic business issues, analyzing facts and data, developing creative solutions, articulating implementation requirements, and communicating it all to the critical stakeholder audiences. He can do this because he is gifted in thinking and writing as well as quantitative modeling; he draws on years of experience with clients in various stages of their growth cycle, in a wide array of industries that employ complex sales channels in their go-to-market strategies. Because of this, his recommendations are based on facts and experience, and he is able to build a business case that clients can use to seek approval for change. He can further assist them in their change efforts when implementing new programs because he is such an effective communicator. In addition, he is a pleasure to work with, because he never shirks work or accountability, while maintaining an affable and relaxed demeanor.”

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CLIENT

Our Perspective on Best Practices for Sales Compensation

Discover our informed viewpoint on the gold standard approaches to sales compensation, rooted in decades of industry experience.

An incentive plan must do two things well:
  • Align with the responsibilities of the job.
  • Support the financial and strategic objectives of the company.
Plans need to change as the business evolves.
Use the following sequence for designing incentive plans:
  • Determine which roles should be eligible.
  • Set target total cash.
  • Determine salary-incentive mix at target.
  • Determine target upside.
  • Select performance measures.
  • Design payout mechanics for each measure.
  • Ensure crediting rules are clear and unambiguous.
  • Conduct rigorous cost analysis to minimize unintended consequences.
Use established methodologies and frameworks for each of the above.
Eliminate unnecessary complexity to enhance plan effectiveness.
Communicate the plans thoroughly and professionally at all levels of the organization.
  • Do not underestimate the communication challenge.
The primary measure should be a volume measure, e.g., revenue, contract value.
Pay for objective results.  Avoid paying for behaviors in the incentive plan.
There are two basic types of plan mechanics.  Each is appropriate in different circumstances, and they can be combined:
  • Commission:  Incentive is earned as a % of revenue or $ per unit.
  • Quota bonus:  Incentive is earned based on % quota attainment.
your organization's sales performance? Do you have additional questions?

Do you have additional questions? Let's Talk

Schedule a free one-hour consultation to discuss your issues, needs, and objectives in detail. We look forward to helping you design programs that drive results and meet your strategic and financial objectives.

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River For Refugees
Rivertowns Racing
River Communities Coalition Of Yonkers
Hearts & Homes for Refugees

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