Keeping an eye on Sales - Association of Independent Corrugated ...

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AICC’s Safety Products NEW Operation Safe Shop For the first time ever, AICC is releasing the information produced not only from the winning entries, but all comp<strong>an</strong>ies who entered the Operation Safe Shop Competition. This will give AICC members <strong>an</strong> opportunity to review samples of safety programs to help improve, compare, <strong>an</strong>d bring greater awareness to box pl<strong>an</strong>t safety. ASSOCIATION OF INDEPENDENT CORRUGATED CONVERTERS Lift Truck Safety One potential hazard is a moving forklift truck. Always look both ways before crossing <strong>an</strong> isle way. And never approach a truck from the back or front because drivers may not see you. An informative <strong>an</strong>d fact-filled video that covers lift truck inspections, lift truck accidents, safe operating practices <strong>an</strong>d proper procedures. To Order: www.aiccbox.org/store S A F E T Y C O M E S F I R S T MAKE YOUR PLANT THE SAFEST IT CAN BE WITH AICC’S SAFETY PRODUCTS. By Phone: 877 836 2422 By Mail: 113 S. West Street PO Box 25708 Alex<strong>an</strong>dria, VA 22313 SafetyFirst DVD AICC’s six-part Safetyfirst DVD provides <strong>an</strong> overview of safety in <strong>an</strong>d around a corrugated m<strong>an</strong>ufacturing facility. Staying alert <strong>an</strong>d watching for the hazardous situations in a corrugated pl<strong>an</strong>t is critical to safety. The Safetyfirst DVD is a great source for training new employees <strong>an</strong>d serves as a refresher for the veter<strong>an</strong>s of the industry. It’s never too late to learn about d<strong>an</strong>ger <strong>an</strong>d hazardous situation <strong>an</strong>d how to protect yourself, your co-workers <strong>an</strong>d employees. SafetyFirst DVD English SafetyFirst DVD Sp<strong>an</strong>ish Save when you order both English <strong>an</strong>d Sp<strong>an</strong>ish together P.O. Box 25708 • Alex<strong>an</strong>dria, VA 22313 • Toll free 1-877-836-2422 • Fax (703) 836-2795 • Email: aicc@aiccbox.org • www.aiccbox.org
Working Towards A Total Sales Compensation Pl<strong>an</strong> continued from page 25 Or perhaps you would simply like to incentivize sales reps to open new accounts over a period of 3 months at a bonus rate of 3% above regular commission <strong>an</strong>d salary. For inst<strong>an</strong>ce: Sales rep, Terry closes 6 new accounts over the next 3 months. Total orders – $50,000. $1500 paid out at end of incentive period (3 months). Perhaps you would like to increase your display business or your supplies business or even to simply bump up total sales. A Focused Sales Objective compensation pl<strong>an</strong> may be just the right way to help your sales team work in the right direction. In short, this component of a comprehensive compensation pl<strong>an</strong> c<strong>an</strong> be used toward <strong>an</strong>y specific goal you wish to focus on <strong>an</strong>d c<strong>an</strong> be as flexible as you think is appropriate. It should be aimed with laser like intensity at a clarified goal <strong>an</strong>d should last for only a specific time. It needs to be explained thoroughly <strong>an</strong>d must be attainable in order for it to be rewarding, motivating <strong>an</strong>d org<strong>an</strong>izationally productive. In summary, here are some general thoughts: Figure out the going rate <strong>an</strong>d type of commissions for salespeople in your industry. Our industry has been traditionally difficult getting good data but fortunately as <strong>an</strong> AICC member the AICC has a NEW 2009 Sales Compensation Survey which c<strong>an</strong> be obtained by following this link https://www.aiccbox.org/store/store. asp • Set your commission rates <strong>an</strong>d Focused Sales Objectives payouts at a level that both attracts <strong>an</strong>d retains good employees. You may have some information from past sales interviews with sales people in your market. Ask your sales people what the competition is paying out. (This should be <strong>an</strong> interesting exercise for m<strong>an</strong>y reasons) Set the rates <strong>an</strong>d payout percentages at the time of hiring a new sales person or at the time of launching a new sales pl<strong>an</strong>. • Review your pl<strong>an</strong> status on a monthly / Quarterly basis. Set the meetings up for the next 12 months. • Always ask: Do my sales people know where they st<strong>an</strong>d? They should know how they get paid <strong>an</strong>d how much they will make every pay period. Chart the sales perform<strong>an</strong>ce to the pay or total compensation you are currently paying. • Do you have m<strong>an</strong>agement buy in to your pl<strong>an</strong>? Are the owners or stakeholders OK with the level of compensation your sales people will make? • Do the numbers make sense? If you were hiring a new sales person would you put them on your current pl<strong>an</strong>? If the <strong>an</strong>swer is no then ask yourself why not. I would like to suggest that as long as you clearly define what you w<strong>an</strong>t, you c<strong>an</strong> then align your compensation pl<strong>an</strong>. It should focus on the activities that will generate the behavior needed to obtain the goals <strong>an</strong>d objectives that will get you to where you w<strong>an</strong>t to go. You then will have the right compensation pl<strong>an</strong> for the time being; that is until you ch<strong>an</strong>ge your targets, vision <strong>an</strong>d expectations <strong>an</strong>d need to adapt to those ch<strong>an</strong>ges. � George A. Moretti is principal at GMTCG. For more information, contact him by email at gmtcg@roadrunner. com or by phone 716-909-1177. bOXSCORE 27
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