In this third and final part of our series dedicated to biopharma payout curve design, we explore how to set the payout threshold and slope of your sales compensation payout curve to drive sales force motivation and sales while being fiscally responsible.

Different payout curve shapes work best for different sales compensation design types and product life cycle stages. This second part of our three-part series on biopharma payout curve design explores under which circumstances the various payout curve shapes should be used.

One of the most important elements of biopharma sales compensation planning is the design of the payout curve against which bonus is awarded. However, there are many aspects to payout curve design that make knowing how to design the best curve challenging. This three-part series will explore these aspects, starting with the shape of the payout curve.

With the uncertainty of the Omicron variant occurring in the midst of 2022 sales compensation planning, this blog post provides insights on how biopharma companies can mitigate whatever impact the variant may have and still get 2022 sales compensation plans out on time.

Critical to retaining your sales force is ensuring that the sales compensation plan properly recognizes and rewards top performers. However, a number of metrics actually fall short in successfully doing so. In this blog post, we will explore some of these metrics and what you can do to ensure your plan is properly identifying top performers.

Although rank order sales compensation plans are easy to implement and provide the ability to control the sales compensation budget, they suffer from a number of limitations that ultimately cost the company sales. In this blog post, we explore four limitations of rank order and why it leaves sales on the table.

In the complex healthcare industry, it has become increasingly more critical for a biopharma sales compensation plan to be as simple for the sales force as possible. In this blog post, we explore why the simplicity of a sales compensation plan is actually not as simple as it is thought to be.

Targeting the right physicians for a biopharma product launch is critical to getting the product out of the gates quickly and achieving fast adoption. In this blog post, we explore why your physician segmentation and targeting methodology needs to go beyond standard methodologies to drive sales for a new product launch.

Oftentimes, biopharma companies set call plans on physician targets based on response curves even though they are fraught with error. In this blog post, we discuss the limitations of relying on response curves and introduce a different methodology that can achieve better results.

Demand for top biopharma sales representatives is high even in a poor job market. Learn how to determine the real reason your sales force is leaving, and what you can do to reduce turnover and encourage retention.

Though biopharma sales compensation plans place a great deal of emphasis on paying for performance, too often they fall short. Explore what it means for a sales compensation plan to truly pay for performance.

Many sales compensation plan designers advocate for a portion of your sales force to finish the plan period without having earned a bonus, but what should this portion actually be in practice? Let’s explore this question and why the answer might surprise you.

The continuing uncertainty of COVID-19 presents an ongoing challenge to creating sales compensation goals. Let’s outline three major ways to tackle the approaching uncertainty of territory goal setting.

Accurate and equitable territory-level goals are critical to driving sales force motivation and sales. Let’s explore a three-step analysis you can conduct to examine how accurate your goals are before they’re implemented.

Let’s investigate the limitations of the most common way to score MBOs as well as two innovative scoring strategies that drive superior accountability and performance.

Here's how to design a sales compensation plan for COVID-19 reopening that will mitigate territory differences and drive motivation.