Focus sales behavior on profitable sales, customer value, and team success, rather than short-term revenue.
Incentive and commission plans strongly influence employee priorities. Plans based solely on turnover can lead to undesirable outcomes such as excessive discounts, inappropriate product recommendations, channel conflicts, or the neglect of after-sales issues.
Minerva Incentive & Commission Management allows you to define different commission models based on store, employee, team, product, category, campaign, customer, and period. Calculations can be linked to actual sales, margin, collection, return, and delivery data.
Components of the incentive plan
Individual, team, store, regional, and company goals.
Metrics based on turnover, volume, gross profit, contribution margin, or collections.
Product, category, collection, and strategic product weightings
New customer, repeat purchase, and customer service indicators.
Appointment, quotation, and quotation-to-order conversion goals.
Delivery, returns, complaints, and quality improvements.
Dam, stage, accelerator, ceiling and guarantee amounts
Temporary incentives for campaign periods or specific products.
Different plans for franchise, store manager and headquarters teams.
Distribute the multi-channel sales contribution fairly.
A customer can receive advice in-store and then make a purchase online, or research online and place an order in-store. If the commission model is based solely on the channel that handles the final transaction, conflicts may arise between teams. Clear attribution rules should be defined for customer ownership, appointments, offers, sales contributions, and order ownership.
Manage the effects of returns, cancellations, and collections.
Whether commission is earned at the time of ordering, or after invoicing, delivery, or collection, can be determined on a plan-by-plan basis. Rules for returns, cancellations, price adjustments, or recalculations for uncollectible sales should be clearly defined.
Provide transparent and auditable accounting.
The plan's effective date, objectives, and calculation formula.
The employee can see how much they are entitled to from each transaction.
Simulation and end-of-period forecasts
Administrator approval, exception, and manual correction checks.
Appeal, review and finalization process
Commission-based payroll and accounting integration.
Plan change and calculation audit trace
Support ethical and sustainable sales practices.
Incentive plans should not steer employees towards products unsuitable for customer needs, unnecessary discounts, or risky payment terms. Financial metrics should be balanced with customer satisfaction, return quality, teamwork, and process compliance.
Use commission not just as a post-sales calculation, but as a transparent and strategic management tool that clearly defines which sales behaviors are valuable.