Sales Compensation and Benefit Program University of Phoenix Sales Compensation and Benefit Program As InterClean chooses its new business direction it is going to be pertinent for the leadership team to be able to implement strategies that will not only enhance its structure as a whole but solidify its long-term effect in the market. One way of ensuring prominence is by having an attractive compensation and benefits package that will motivate its sales force and encourage the transition from selling cleaning products to offering full service cleaning solutions. A strong compensation and benefits package will be instrumental in attracting and retaining a talented sales force. These benefits must be strategically sound and carefully developed around the mission of InterClean. Included in this report is our recommendation for a strong compensation package. The Plan Commissions Commission plans must be well thought out. A properly structured commission plan for the sales force will go far in motivating the sales force as well as advance the company’s goals. InterClean will need to determine which results it will want to encourage that are in line with the organizational goals. The incentives should be flexible enough to evolve with company goals. The commission plan should be kept simple enough for the sales force to understand and competitive enough to retain talent. Companies must study their competition to understand the types of commission levels that are reasonable within their industry. More important companies will need to determine what role commission plays in the overall sales compensation package (Mathiesen, 2002). A properly structured commission plan will drive new sales and new accounts. InterClean should use a plan that includes salary and bonuses as part of the commission structure. The salary will provide security for InterClean’s sales force, and the bonuses will allow InterClean to attract a more experienced workforce, retain top level...