RevOps Co-op Weekly #103 - How to Adjust Your Sales Comp Plans for Expecting Parents
Paid parental leave policies are now the standard in tech. But what about reps on sales comp plans? Can they bounce back? Read on.
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How to Adjust Your Sales Comp Plans for Expecting Parents
Your organization’s sales comp plan may be hurting those who take parental leave and are on both a base and variable salary. Help them stay ahead with the following advice from Ryan Milligan, QuotaPath’s Senior Director of RevOps.
All companies want to be seen as being supportive and fair and that includes being helpful when parental leave comes into the conversation. Unfortunately, when a commissioned employee is ramping up for coming back to the office, their employer’s comp plan may be winding down on them and potentially causing unexpected financial stress.
When the new parent returns to work, what awaits them? Is it a helpful team and a pipeline similar to the one they left behind for others? Or can they expect the stress of feeling like a new team member even though they’ve likely already proven themself several times over.
It’s time to look at how leave policies can be adjusted to ensure SaaS sales team members are being supported upon their return and set up for success.
New parents who work in tech can now plan for an average of 12 to 16 weeks off fully paid, and 18 to 24 weeks at larger organizations. Under U.S. standards, those are pretty generous leave policies. (Internationally, not so much, however that’s a post for another time.)
But for sales reps, parental leave policies often only cover their base salary and fail to factor in the variable pay potential they miss out on while absent.
Even more, reps returning from leave come back to empty pipelines. I’ve seen firsthand a number of top performers who have essentially had to start from scratch like they’re a new hire.
“At most companies, when a sales rep returns from parental leave they have a normal quota instead of a ramp quota. So they return to work with limited to no pipeline, yet are paid and evaluated against a fully productive AE quota,” wrote Co-Founder and CEO at Parentaly Allison Whalen in her blog.
This puts new parents in sales roles in precarious positions as they consider the future of their careers. Especially expecting mothers, who are more likely to take on the primary caretaker role, the full leave, and who are historically paid less than their male counterparts.
So, how can we ensure that our reps on leave have a legitimate shot at reaching their total on-target earnings (OTE) after missing an entire quarter? What can we put in place so they have a smooth transition back and are set up for success upon their return?
If you want somebody to remain in your organization and feel valued by their employer, you have to put policies in place that actually show this.
Below, I’ve outlined best practices for adjusting your sales comp plans for parental leave and common mistakes to avoid.
…There’s more! Read full Blog here 👉 How to Adjust Your Sales Comp Plans for Expecting Parents
🗣 From the Community
#04_revops-questions - HubSpot Automations
Hey everyone! I am getting leads based on the Intent signal from Zoominfo, and pushing them into Hubspot (FYI, Zoominfo push functionality is broken, and we had to build a landing page along the way). Once in Hubspot, I want to enroll contact in an email sequence relevant to the intent signal. In addition, each intended signal has a different SDR from which the email should come. Any suggestions on how to automate this entire process on Hubspot? Read 10 replies
#04_revops-questions - Data Enrichment
Curious how folks are continually enriching their account data. ZoomInfo enrich? What else are you pairing with your CRM? Read 9 replies
#08_tools-and-software - HubSpot Meeting Owner
Has anyone figured out a way of grabbing the meeting owner from a hubspot meeting? my team's on a round robin, and i want to be able to take the name of the meeting owner and stick that into the contact owner field. Read 15 replies
#08_tools-and-software - Customer Success Tech Stack
Hey everyone 👋 I’m curious to chat with any CS Ops people or RevOps that also own the CS side. What is in your tech stack? Two things I’m particularly curious about: If you have a Customer Success Platform, do you also give your CSMs access to SFDC? Do you have an internal knowledge base or tool for this? (Could be anything from Guru to Notion or even if you just use Gdrive). Read 6 replies
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