Sales Compensation Plans Explained: The Ultimate Cheat Sheet (with Videos)

Review each sales compensation model, including benefits, drawbacks, and brief explainers.

15 min read

Commissions are the cost of doing business, but it’s easy to forget that sales compensation plans power your business. Choosing what sales compensation plans to implement, then, becomes an integral business strategy for sales and finance leaders.

But with so many possibilities—accelerator with multipliers, ranked, amount per deals, and endless combinations—zeroing in on the right sales compensation plans for your team and business needs can often lead to analysis paralysis.  

Hence, our ultimate sales compensation plans cheat sheet (videos included!). This cheat sheet offers up a no-nonsense overview of each sales compensation model, including benefits, drawbacks, and brief explainers. Essentially, all the information you need to identify the sales compensation plans that will work best for your sales organization and business goals.

Get the Most out of Your Sales Compensations Plans

The success of your sales compensation plans relies on several factors. First and foremost, accurate planning of any kind (territories, compensation, etc.) requires a data-driven mindset. Before you can even begin thinking about pay mix and commission structures, it's essential you have an accurate sales plan to understand sales resources/capacity needs and allocate the right quota.

Once you have your resource assumptions made, you have the right data to build your sales compensation plans. The next step is to decide on how you want to pay reps for each deal they close, or their commission.

Matrix Rate Commissions

How It Works: Rates change based on achievement and are segmented by additional filter criteria.

Business Need: For companies with more than one business goal, e.g. want to grow revenue and profit.  


  • Keeps reps focused on more than one measure
  • Supports complex business strategies
  • Links rep behavior with business strategy


  • Must account for the intersection of the two chosen measures

Of course, you want to grow revenue, but what if you want to grow revenue and profit? Or you want to grow revenue across a large selection of customers, and not just big accounts. In this case, you might want to have a different sales commission structures, depending on the intersection of those two measures. For example, when you bring 10 clients and X amount of revenue—you get a higher percentage payout rate on each of your deals.

Matrix plans keep your reps focused on more than one measure. It dissuades reps from ignoring certain factors that are important to business success, linking rep behavior with business strategy. And while it sounds complicated, a simple matrix grid can be easily shared and explained to your reps.

Flat Rate Commissions

How It Works: Pays the same rate for all items that meet the criteria for the specific rule.

Business Need: For companies that want to keep that percentage fixed on every deal throughout the year—whether it’s the first or last yield of the year.


  • Easy to communicate to reps
  • Compensation costs adjust according to revenue
  • Improved financial sales forecasting
  • Helps reps focus on the transaction rather than squeezing the deal


  • Unappealing to high performing reps
  • Could limit performance

Say a company wants to keep their fixed commission rate on every deal throughout the year. This company would want to leverage a flat rate, so that no matter what deal reps bring in, they make the same and the company pays out the same percentage of revenue, profits, or fixed dollar amount per deal.

The added bonus is that this plan can be easily communicated to the reps and combined with other plans as needed. And when sitting with finance you know exactly what every deal is going to cost.

Accelerated Rate Tiers by Attainment

How It Works: Pay rates that change based on quota attainment or the amount sold.

Business Need: For companies that are looking to further incentivize high performers once they meet their initial quota.


  • Keeps higher performing reps motivated
  • Brings in more revenue or profit
  • Protects against “sandbagging”


  • Extra expenses

It’s likely you have a variety of different types of sales reps. You have your steady performers and you got your rockstars. And you want to make sure the rockstars are not only making more money for bringing in more deals, but are actually getting paid a higher percentage when they get above their quota.

This is an accelerated rate, also known as a tiered commission structure, it pays a higher rate above a certain goal line and you can have as many tiers as you like. So it gives sales reps the incentive to hit their goal and keep going because now they’re making more money for every single deal they bring in.

Sure, the company is paying more for top goals, but they’re bringing in more revenue or profit on each deal thanks to the accelerated tiers.

Accelerators with Multipliers

How It Works: Rates change based on achievement and are multiplied by additional filter criteria.

Business Need: For companies ready to maximize rep performance and revenue after effectively establishing straightforward accelerators.


  • Gamifies hitting and exceeding goals for reps
  • Easily explained to sales reps
  • Scales with business success


  • Striking a balance on payouts for low and high performers can be tricky

Most companies start off their incentive compensation plans with a single measure: revenue. Profits are great but could be even better. The next step is to add accelerated rate tiers. If reps exceed revenue goals, they can start looking for the next challenge to make a higher rate. For these companies, an accelerator with multipliers helps maximize rep performance revenue after standard accelerators no longer achieve the desired result.

With an accelerator with multiplier-style compensation plan, revenue increases each time a rep hits one goal. At the same time, a rep can hit a profit goal, which earns them a rate multiplier–sweetening the payout as tiered quotas are achieved.

Ultimately, an accelerator with multipliers gamifies quota attainment for reps. You can use this extra 1% to reinforce specific business needs: enough margin, new customers, or upsells.

Fixed Amount per Deal Commissions Plan

How It Works: Pays a specific amount for every deal sold.

Business Need: For companies launching a new product, add-on, vertical market, or service without knowing how much can be charged for it. The company’s goal is to get as many deals as possible.


  • Incredibly effective for new product launches
  • Reps are incentivized to bring in every deal
  • Great for acquiring new customers


  • Limited to specific types of strategies

Amount per commissions pays a fixed amount on every single deal. It doesn’t matter how large the client is, how big the deal is, the reps going to get paid the same amount. This plan is incredibly effective for new product launches.

When you tell your sales team, “I’m going to pay you a thousand bucks for every deal you bring in,” ...all of a sudden clients are pouring in. Reps are no longer cherry picking deals, but closing every deal they get.

This model also works great for product lines with fixed prices and any type of deal where the value to the company is consistent regardless of size: jumpstarting new product lines, focusing on a new type of customer, or entering a new market.

Year-to-Date Bonus Plan

How It Works: Pays amount based on quota achievement.

Business Need: For companies trying to combat end-of-year revenue stress and chaos from reps bringing in the majority of the revenue in the last few months of the year.


  • Pull in revenue earlier for a more even spread
  • Lessens load from end-of-year revenue stress
  • Keeps reps motivated


  • Performance-based bonus can discourage collaboration among reps

A lot of companies set annual quotas, but there are still several companies that forego commissions and opt for bonuses (read more on bonus vs. commission). A 12-month quota is standard practice. But this type of plan comes with its challenges: revenue is backloaded at the end of the year, leading to stress and confusion for the CFO and CEO.

To counteract this, you can move your year-to-date quota for each quarter, month, or halfway through the year, and any rep that passes that year-to-date quota measurement gets an extra bonus.

This means sales reps go about chasing standard deals and closing them, but also bringing in one more deal to get their year-to-date bonus as well. Instead of saving that deal until next quarter, or not hustling or negotiating well with a customer, they’ll bring in the revenue earlier for a more even spread throughout the year.  

Ranking Bonus

How It Works: A bonus paid out based on final ranking position for a predefined group of users.

Business Need: For companies looking to motivate with competitive pressure and drive reps to constantly bring in the next deal.


  • Taps into the competitive nature of sales
  • Energizes throughout the year
  • Implements empirical measurement of performance


  • May take extra attention to encourage collaboration between reps
  • May discourage knowledge sharing

Sales reps are competitive people. They compete for commissions, bonuses, and against your competitors and peers. There’s a reason why leaderboards are still a staple of the sales culture. Paying a bonus based on sales rep ranking is a great way to drive the competitive pressure, and keep the reps constantly bringing in the next deal.

In addition, a ranking bonus that pays out based on the final ranking of any given measurement period helps energize sales activity throughout the year. It could be for the quarter, month, or even week. This harnesses the competitive spirit of a sales team as reps continually try to be #1.

Bonus on Multiple Quotas

How It Works: A bonus paid based on a combination of quotas being achieved.

Business Need: For companies that are focused on multiple measures, goals, or quotas.


  • Helps achieve multiple business goals
  • Encourages reps to be more holistic in focus
  • Sets performance bar higher, incentivizing reps to work hard to earn th{Pleir bonus


  • Not optimal for singularly-focused business needs, e.g. product launches or new business pushes
  • If too many measures (over 3) are included, plan could be made ineffective

A bonus on multiple quotas plan pays a bonus to a rep who brings in a combination of goals that align with strategic business needs. Companies that want revenue brought in and also want a certain amount of deals brought in but might be tracking total product sold or even a profitability margin measure should use this plan. A bonus on multiple quotas help drive rep performance across all areas of the firm—instead of just the deals reps think are best.

Now you're ready to start building your sales compensation plans. Want to learn more sales comp planning best practices or have your current plan evaluated? Schedule a consultation with the Xactly Strategic Services team!