Well the no bonus and all salary has been discussed for the last 10yrs given Pfizer not willing to buy the premium IMS reporting and a lot of non reporting going on. Last time I heard this topic was going to 100% TBO or profit sharing to replace product bonuses.
This is being discussed more robustly currently, the idea is to give everybody a 15 to 20% increase in salary; there would still be a bonus paid but it would be more like a profit sharing plan where if overall company goals are exceeded a bonus will be paid, The idea is to eliminate all of the time and effort that goes into goalsetting sales performance tracking etc, New York is also weary of people complaining about how they don’t think sales reporting is accurate in the first place. Additionally, this approach would further reduce compliance risk as the current system potentially incentivizes individual bad behaviors to achieve individual goals. One of the biggest sticking points is the company still wants to recognize high levels of individual achievement and obviously without tracking individual sales performance this will become very subjective. It’s an interesting idea, pros and cons.
They should do it. Goal setting is so unfair and inaccurate, and with TBO’s the rep is at the mercy of how the DM sees them. Way too subjective!
How do we differentiate for all the other position besides sales? We can either do it or we can't. We might as well get rid of bonus. It's a complete mystery and by the time goals come out, the measurement period is so far gone, that motivation is not possible. Pfizer killed bonus with the CIA.
Third that. My manager told me he thinks 20 percent of Sales force will be laid off mostly middle performing reps . What it dew baby.
yes, management will sell it by saying employees will get more stock options with more potential value than their prior bonus, its a GOOD think for employees, which we know is bs given our stock performance.
