For example, a 60/40 pay mix means 60% of the employee’s compensation package is a fixed salary and 40% is potential earnings from incentives.

How you balance the pay mix will depend on the sales roles and your overall goals. Swing too far to either side and you’ll incentivize (or deincentivize) the wrong behaviors.

Generally speaking, your pay mix should be more aggressive for roles that have a higher influence on the final purchasing decision. For instance, as closers, account executives should have aggressive pay mixes to incentivize them to hunt down new opportunities.

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