Brooke Hattie · May 22, 2024 · Case Studies
About this engagement
Our client needed to roll out new, complex compensation plans across a global sales team, with multiple currencies and many different compensation scenarios, inside the Spiff tool they already had.
They lacked the internal expertise and the time to do it accurately, so they brought us in to implement the plans and leave their team able to run the next ones.
Our partnership enabled the following results:
The Challenge
The plans involved intricate calculations and multiple currencies, and every payout had to be on time for the whole sales team. The client's team had neither the expertise in Spiff nor the time to implement all of that accurately and efficiently.
The Solution
We implemented the new compensation plans in Spiff quickly, making sure every rule and calculation was translated into the system accurately, and guided the client through the process so their operations analyst could manage future plans on their own.
At a high level, here is what changed:
| Before | After | |
|---|---|---|
| New plans with no one to configure them | → | 13 plans configured in Spiff, including accelerators, attainment levels and multiple currencies |
| Hybrid, managerial and new hire scenarios | → | Special rules for each of them |
| A rollout with no way to check it | → | A test environment that simulated a year of data first |
| Reliance on outside help | → | An operations analyst trained to manage future plans |
And now, here is how we got there.
Learning the tool and the plans
We learned Spiff and the structure of its compensation plans quickly, studied how last year's plans had been translated into the system, and analyzed the new plans to identify the fields and calculations they needed.
Configuring Spiff
We configured Spiff for the complex scenarios, including accelerators, attainment levels and multiple currencies, and developed special rules for hybrid plans, managerial compensation and new hire ramp targets.
Testing before rollout
A test environment simulated a year's worth of data, so every plan was validated before the real rollout.
Knowledge transfer
We trained the client's operations analyst to create and manage compensation plans, so they can handle the process on their own in future.
The Results
Implementing the plans this way saved the client about 200 hours, and 65 reps across 13 different plans were paid accurately and on time.
The client's team now manages its compensation plans on its own, which reduces its reliance on outside consultants for future rollouts.
Request a free consultation to see how we can help with your compensation plans.