What is a Spiff?

How is a spiff different from conventional commissions?

Spiffs and conventional commissions differ in their purpose, structure, and application within sales organizations. Here are some key distinctions between the two:

1. Purpose: Conventional sales commissions are typically based on a percentage of the sales revenue generated by a salesperson. They serve as a long-term incentive for ongoing sales performance and are often tied to the overall sales targets or quotas. On the other hand, spiffs are special, short-term incentives designed to drive specific behaviors or outcomes that align with immediate business goals. Spiffs provide an extra boost of motivation and rewards for achieving specific milestones or focusing on particular products or activities.
2. Structure: Conventional commissions have a standardized structure based on a predetermined percentage or formula applied consistently to all sales transactions. They are usually calculated over an extended period, such as monthly or quarterly, and are directly tied to the revenue generated by the salesperson. In contrast, spiffs have a more flexible and customizable structure. They can vary in terms of the criteria for eligibility, the reward amount or type, and the duration of the incentive period. Spiffs allow organizations to adapt and align incentives to specific sales objectives or promotional campaigns.
3. Timing: Conventional commissions are often paid out on a regular basis, such as monthly or quarterly, reflecting the accumulated sales performance over that period. They provide a continuous stream of income and motivation for salespeople. Spiffs, on the other hand, are typically awarded on a more immediate and short-term basis. They are used to drive urgency and focused effort, with rewards often distributed shortly after the achievement of the targeted behavior or outcome.
4. Focus and Targets: Conventional commissions are generally tied to overall sales performance and revenue generation, encouraging salespeople to meet or exceed sales targets. They motivate consistent performance and reward sustained effort. Spiffs, however, have a narrower focus and are aimed at specific goals, such as promoting new products, meeting short-term sales objectives, or closing deals within a specified time frame. They help channel sales efforts towards specific priorities or initiatives.

By leveraging both conventional commissions and spiffs, sales organizations can create balanced sales incentive programs that rewards both ongoing performance and targeted objectives. While conventional commissions provide stability and long-term motivation, spiffs offer a dynamic and agile tool to drive immediate sales behaviors and achieve specific business goals.

Why should sales organizations use spiffs?

Sales organizations can benefit from utilizing spiffs in several ways:

1. Motivation and Performance: Spiffs serve as powerful motivational tools, sparking enthusiasm and driving sales team performance. By offering additional incentives for specific behaviors or outcomes, spiffs create a sense of urgency and focus among salespeople. This increased motivation can lead to improved productivity, enhanced sales activity, and a greater drive to achieve targets.
2. Targeted Sales Objectives: Spiffs allow organizations to align sales efforts with specific objectives or initiatives. Whether it's promoting new products, capturing market share in a particular segment, or meeting short-term sales goals, spiffs provide a means to direct the attention and efforts of the sales team towards these targeted objectives. They help ensure that salespeople are focused on key priorities and encourage behaviors that contribute to the organization's strategic goals.
3. Agility and Adaptability: Compared to traditional commission structures, spiffs offer flexibility and adaptability. They can be quickly implemented, adjusted, or discontinued as business needs evolve. This agility allows organizations to respond to changing market conditions, launch new products or campaigns, or address specific sales challenges effectively. Spiffs enable sales organizations to remain nimble and responsive in a dynamic business environment.
4. Recognition and Morale: Spiffs provide an opportunity for recognition and reward, boosting morale and creating a positive sales culture. Salespeople appreciate the additional recognition and tangible rewards associated with spiffs, which can enhance job satisfaction and loyalty. Recognizing outstanding performance through spiffs can also foster healthy competition among the sales team, driving continuous improvement and a sense of achievement.
5. Sales Team Engagement: By utilizing spiffs, sales organizations actively engage their sales teams in the pursuit of specific objectives. Spiffs create a shared sense of purpose and focus, fostering collaboration and teamwork. When salespeople are motivated by targeted incentives, they are more likely to work together, share best practices, and support each other in achieving the desired outcomes. This increased engagement strengthens the overall performance of the sales team.

Common types of Spiffs used across sales organizations

Across companies, various types of spiffs can be utilized to incentivize sales teams. Here are some common types of spiffs commonly offered:

1. New Customer Acquisition Spiffs: These spiffs are designed to reward sales representatives for securing new customers. They may be offered as a fixed monetary bonus or a percentage-based commission on the initial contract value of newly acquired customers. The objective is to encourage sales professionals to focus on expanding the customer base and driving new business.
2. Upsell or Cross-sell Spiffs: These spiffs motivate sales teams to identify and capitalize on upselling or cross-selling opportunities with existing customers. Sales reps are incentivized to promote additional products, upgrades, or higher-tier service plans to increase the revenue per customer. The spiffs can be structured as a percentage of the incremental revenue generated from upsells or cross-sells.
3. Product-specific Spiffs: SaaS companies may introduce spiffs to promote the sale of specific products or features. For example, when launching a new product or feature, sales reps may earn additional incentives for selling that particular offering. This encourages salespeople to familiarize themselves with new offerings and actively promote them to customers.
4. Pipeline Development Spiffs: These spiffs focus on incentivizing sales representatives to build a robust sales pipeline. Sales reps receive rewards for reaching specific milestones in their pipeline development efforts, such as generating a certain number of qualified leads or scheduling a certain number of product demos. The aim is to stimulate proactive lead generation and qualification activities.
5. Deal Velocity Spiffs: Deal velocity spiffs are aimed at accelerating the sales cycle and closing deals faster. Sales reps earn additional incentives for closing deals within a specified timeframe, such as by the end of the month or quarter. These spiffs help create a sense of urgency and motivate salespeople to prioritize closing opportunities promptly.
6. Performance-based Spiffs: Performance-based spiffs are tied to achieving specific sales performance metrics or targets. For instance, sales representatives can earn additional incentives for exceeding monthly or quarterly sales quotas, achieving revenue targets, or attaining high customer satisfaction ratings. These spiffs reward consistent performance and drive salespeople to excel in their roles.

How to implement a successful spiff program

Implementing a successful spiff program requires careful planning and execution. Here are the steps to consider:

1. Set Clear Objectives: Define the specific objectives you want to achieve with the spiff incentive program. Identify the behaviors, outcomes, or goals that align with your sales strategy. Whether it's increasing sales of a particular product, accelerating deal closures, or driving new customer acquisition, ensure that your objectives are well-defined and measurable.
2. Design the Program Structure: Determine the structure of your spiff program. Decide on the eligibility criteria, such as which sales roles or teams are eligible and the specific conditions for earning the spiff. Define the duration of the program, whether it's a one-time incentive or an ongoing initiative. Consider the types of rewards or incentives that will be offered, such as cash bonuses, gift cards, travel opportunities, or non-monetary recognition.
3. Communicate the Program: Clearly communicate the details of the spiff program to your sales team. Explain the objectives, rules, and rewards associated with the program. Ensure that everyone understands the eligibility criteria, how to earn the spiff, and the timeframe for achievement. Transparent communication is crucial for generating enthusiasm and buy-in from the sales team.
4. Track and Measure Progress: Establish a system for tracking and measuring the progress of the spiff program. Use sales performance metrics and data to monitor the targeted behaviors or outcomes. Regularly assess the progress against the program objectives and provide updates to the sales team to keep them engaged and motivated.
5. Provide Timely and Accurate Rewards: Deliver the rewards and payouts promptly and accurately to the eligible salespeople. Ensure that the reward distribution process is streamlined and well-organized. Timely recognition and fulfillment of rewards are essential to maintain momentum and reinforce the desired behaviors.
6. Evaluate and Adjust: Continuously evaluate the effectiveness of the spiff program. Analyze the impact on sales performance, return on investment, and overall program success. Seek feedback from the sales team to gather insights and suggestions for improvement. Based on the evaluation, make necessary adjustments to the program structure, criteria, or rewards to optimize its impact and alignment with your sales objectives.
7. Celebrate Success and Recognition: Celebrate the achievements and successes resulting from the spiff program. Recognize and reward top performers publicly to inspire and motivate the entire sales team. Share success stories and highlight the positive outcomes generated by the program to reinforce its value and encourage ongoing participation.

What can go wrong with having Spiffs?

While spiffs can be effective incentives in driving sales performance, they also have potential downsides. Here are five points highlighting the possible drawbacks of implementing spiffs:

1. Short-Term Focus: Spiffs often incentivize short-term goals and immediate results, which can lead to a lack of focus on long-term customer relationships and sustainable growth. Salespeople may prioritize closing deals quickly to earn the spiffs, potentially neglecting the importance of nurturing customer satisfaction, retention, and long-term value.
2. Unintended Consequences: In some cases, spiffs may inadvertently encourage salespeople to engage in unethical or aggressive sales practices to meet the specific criteria for earning the incentives. This can compromise the company's reputation, damage customer relationships, and undermine long-term sales effectiveness.
3. Inequality and Dissatisfaction: If the spiff program is perceived as unfair or favoring certain individuals or teams, it can create a sense of inequality and resentment among sales representatives. Discrepancies in earning potentials can lead to reduced morale, internal competition, and a negative sales culture within the organization.
4. Distraction from Core Objectives: Spiffs that are not well-aligned with the organization's overall objectives can divert attention and resources away from important strategic initiatives. Salespeople may become overly focused on earning the incentives rather than promoting the company's long-term goals, such as product innovation, market expansion, or customer success.
5. High Costs and ROI Uncertainty: Implementing spiffs can come with significant costs, including the monetary value of the incentives, administrative overhead, and potential sales disruptions caused by shifting focus or short-term sales fluctuations. Assessing the return on investment (ROI) of spiff programs can be challenging, as it may be difficult to measure the direct impact of the incentives on overall sales

Bottom line

In conclusion, spiffs are a powerful tool in sales organizations that offer additional incentives beyond conventional commissions. They serve as motivators to drive specific behaviors, achieve targeted outcomes, and align sales efforts with company goals. While spiffs can effectively boost sales team performance, organizations must be mindful of potential downsides such as short-term focus, unintended consequences, competitive environments, disruption of sales strategy, and cost considerations.

By carefully designing and implementing spiff programs as part of the sales incentive strategy, organizations can maximize their benefits while mitigating potential drawbacks. When executed thoughtfully, spiffs can create a dynamic and motivated sales force, leading to increased productivity, improved customer acquisition, and ultimately, enhanced sales success.