How to make a sales incentive plan that motivates

Most sales leaders and managers understand the value of a sales incentive plan. In fact, 90% of top-performing organizations use them. Strong sales incentive programs can motivate disengaged sellers, boost rep performance, and inspire high performers to maintain their momentum.  

But building an effective and appealing program can be challenging. No two reps are exactly alike. So, implementing an incentive program that entices everyone on the team isn't always easy.

Here, we'll explore different types of sales incentive programs, some creative ideas for motivating your team, and how to build a foundation for success. Let’s get started!

What are sales incentives?

Sales incentives are rewards organizations offer their reps when they reach certain goals or outcomes. Incentive programs are structured so that particular actions or achievements, such as sales win rate, are tied to specific rewards.

Building a strong sales team is a crucial step in growing a business, so sales leaders and managers work hard to recruit the best reps. But the next step is motivating them towards a common goal. That’s where a sales incentive plan comes in.

Any leader who offers incentives is, of course, aiming for better business outcomes. But dangling a metaphorical carrot in front of reps isn't what makes strong incentive programs work.

Sales incentives are all about discovering the best way to increase rep engagement. Flexible, creative, and fun sales incentives boost employee engagement by reinforcing positive behavior and performance, aligning workers' individual objectives with higher-level business goals, and demonstrating an employer's appreciation of their employees' efforts. And since a highly engaged workforce results in 21% greater profitability, strong engagement is a factor most organizations likely can't afford to ignore.

But it's important to remember that not all sales incentive programs are created equally. There are different structures and types of incentives from which managers can choose, each with its own objectives and costs. It's crucial for managers to evaluate their team's preferences, motivators, and goals against their options, then personalize the incentive program to achieve optimal results.

Structuring sales incentive programs

Sales managers need to carefully consider how to best motivate their teams to boost engagement and performance in today’s selling environment. To start, they should assess how each sales incentive structure aligns with their team's individual needs and goals.

1. Role-specific incentives

B2B sales have grown more complex, with typically higher price points, more intricate processes, multiple touch points across various channels, and several key stakeholders. 

Getting any deal through the sales cycle generally requires the help of a variety of sales team members. Sales reps, account managers, operations managers, SDRs, account executives, sales engineers, solution architects, and customer care experts might all play a role in pushing deals across the finish line or ensuring customer retention. 

This means that it's essential to incentivize each individual to perform their function at the highest possible level. Doing so requires an in-depth understanding of how each person’s work contributes to the bigger picture and how each role can be further motivated to reach (or exceed) their goals. 

Sales reps and SDRs, for example, must efficiently and effectively prospect, initiate contact with, and acquire potential buyers. They might be most inspired to perform through traditional incentives, like commission, as they reach their goals and objectives. When using an incentive compensation management software, they can easily track commissions, providing clear visibility into their potential earnings from closing specific deals.

On the other hand, solution architects and sales engineers aren't as directly impacted by revenue, so their rewards should be more focused on the support they provide to their colleagues. Managers can incentivize people in these roles by offering bonuses tied to overall team performance. That way, they’ll be motivated to collaborate and share their expertise whenever possible.

2. Territory-based incentives

Depending on your organization's product and total addressable market, your sales teams might be assigned to several different territories. Each territory offers a different level of market opportunity, value, and challenges, so crafting an incentive program that reflects these factors (and aligns with specific goals) is vital.

For example, one of your territories may have been recently established or have a limited number of potential buyers, meaning your reps have to work hard to crack into new accounts. In this case, you'll likely find success in motivating sellers to acquire as many new customers as possible. 

But in well-established territories where you already have a significant customer base, incentivizing reps to retain clients, identify up- or cross-sell opportunities, or improve customer engagement should be your top priority.

3. Split incentives

Incentives can get tricky when multiple reps are working on the same deal. Here, the objective is for team members to collaborate and contribute their individual expertise to achieve the same end goal: a closed deal. That said, when a rep does not carry their own weight throughout a collaborative deal but is compensated the same, it can create a negative sales environment.

Some teams implement split incentives to avoid resentment, dissatisfaction, and overworked reps who feel they've been taken advantage of. In this sales incentive structure, sellers are encouraged to work together on deals but are compensated based on their actual, individual contributions.

This structure works best for teams that use sophisticated tools to precisely track reps' activities. That way, managers can avoid disputes that might otherwise arise when sellers disagree over who accomplished what with the customer. 

4. Presales incentives

Today's sales cycles can stretch for months or even years because B2B buying groups typically involve 6 to 10 decision-makers. Convincing each person that your solution addresses their specific needs requires significant effort on the part of sellers. This effort matters: 83% of buyers say the quality of customer service is the most important factor, aside from price and product, when making a purchase. Rewarding presales work helps ensure excellent experiences and increases the likelihood of closing deals.

Presales incentives keep your salespeople driven and engaged throughout the sales cycle by compensating them along the way. Once a rep reaches a certain stage, they receive a reward that recognizes their progress. This might continue throughout several stages, with rewards incrementally increasing in value until they receive a much larger incentive once the deal closes. 

5. Omni-channel incentives

An omnichannel customer engagement strategy is essential for any sales organization. In fact, companies with a strong omnichannel approach see 90% higher customer retention rates than those that use a single channel. 

But selling across various channels can muddy the waters when it comes to understanding and rewarding reps' efforts. Often, sales leaders find it difficult to track and measure reps' customer interactions. And how can you motivate your sellers to engage prospects across multiple channels if their actions aren't recognized? 

The solution is two-fold. First, you need an incentive program that lets reps earn credit for engaging with and selling to customers across multiple channels. Second and perhaps more importantly, you need a powerful sales execution platform that lets reps communicate with customers across all your key channels while automatically syncing sales activities. Sales managers can then easily measure their progress and reward them for their efforts.

6. Analytics-based incentives

Traditional sales forecasting is manual and error-prone. Disparate tools and dashboards filled with unreliable or siloed data make it impossible to understand pipeline health. The result is that teams are always at risk of surprises and lack the transparency to establish realistic goals. 

Modern businesses are leveraging tools that deliver real-time pipeline data and buyer engagement signals in one unified place, making it easier to accurately forecast outcomes. 

Precise forecasting helps leaders consistently set challenging (yet reasonable) goals for reps based on real-time analytics. It allows managers to create incentives that align with more granular objectives. This way, sellers know what they are working towards and how it'll impact the big picture.

For example, instead of simply incentivizing reps to exceed last quarter's goals by 5%, managers can dig deeper to accurately predict customer demand, uncover issues in the sales process, or identify specific areas of opportunity. Then, they can set tailored goals tied to improving those factors and offer relevant incentives for reps who reach their targets.

6 creative sales incentive program ideas

Beyond traditional structures, modern teams use creative program mechanics to drive engagement and results.

1. Gamified leaderboards with point multipliers

Create tiered leaderboards that reward reps for activities (calls, meetings, demos). Add multipliers when reps exceed thresholds (e.g., 10+ meetings = 2x points). Top point earners win quarterly prizes. This keeps engagement high even for reps who aren't top closers.

2. SPIF campaigns for short-term goals

Sales Performance Incentive Funds (SPIFs) are short-term blitzes (1-4 weeks) targeting specific products, accounts, or behaviors. Offer immediate rewards like gift cards or bonus payouts for reps who hit targets. SPIFs create urgency and focus.

3. Team-based qualifiers with shared goals

Set team goals (e.g., "team must close $500K to unlock rewards") where individual performance contributes to collective success. This fosters collaboration while avoiding free-rider problems through minimum individual thresholds.

4. Tiered travel rewards for top performers

Offer experiential rewards, such as all-expenses-paid trips, to high-performing reps. Create tiers (bronze = weekend getaway, silver = international trip, gold = luxury destination + guest). Travel incentives drive long-term motivation better than cash.

5. Push-pull strategies rewarding reps and managers

Reward both reps who hit goals and their managers when teams exceed targets. This aligns coaching efforts with performance outcomes and ensures managers actively support their teams.

6. Personalized goal-setting with choice rewards

Let reps choose their own stretch goals and corresponding rewards from a menu (extra PTO, tech gear, donations to their chosen charity). Personalization increases buy-in and motivation across diverse teams.

Monetary vs. non-monetary sales incentives ideas

There are many ways to incentivize your sales team, and variety helps keep reps engaged, excited, and motivated to do their best. Don't be afraid to get creative with fun sales incentives! Depending on your company's salary structure, business goals, budget, and your team's preferences, your program might include monetary or non-monetary incentives.

Monetary incentives

Monetary incentives are a classic way to light a fire under your sellers. They're great for demonstrating the direct tie between performance and reward. Plus, they recognize how your team's effort impacts its revenue.

Some examples of monetary incentives include:

• Bonuses
• Gift Cards
• Discounts
• Benefit plans
• Cash rewards

Non-monetary incentives

It's important to remember that not everyone is driven by cash-based incentives. Non-monetary incentives are a fun way to mix things up with rewards that reps may not otherwise spend their money on.

Some examples of non-monetary incentives include:

• Retreat or spa day
• Team night out
• Tangible prizes (e.g., headphones, tablets, mobile devices, branded apparel)
• Extra paid time off
• Development rewards (e.g., free online courses or gym memberships)
• Trophies or plaques
• VIP parking spots
• Gift baskets
• Tickets to an event
• Lunch with company executives
• Free round of golf
• Discounted airfare
• Hotel expenses for a vacation getaway
• One-month subscription to a food or wine club

How to choose the right sales incentives 

Your sales incentive program should be crafted to motivate your unique sales force. There's no one-size-fits-all solution, but you can ensure success by considering these best practices: 

Find out what motivates your team

Sure, salespeople may like cash incentives, but most of them also have intrinsic motivation to help customers, make an impact, and feel valued. 

So, take the time to discover what actually drives your team members to succeed. Managers can set aside five minutes during each rep's one-on-one meeting to discuss what inspires them and how specific incentives affect them.

Your reps will appreciate the fact that you want to recognize them in a way that actually works for them. They'll also be empowered to tell you if the rewards you offer aren't cutting it.

Provide clear and achievable goals

It can be tempting to use an incentive program to see how far you can push your reps. But while this tactic may work for one or two highly ambitious sellers, most of them will quickly become discouraged, disengaged, and disinterested.

Maximize the results of your program by first establishing clear, reasonable goals that everyone can reach. And before the program starts, thoroughly explain how it'll work, how your reps' performance will be tracked and measured, and how they'll be rewarded if they achieve their targets. Then, allow sellers to give their input and discuss whether they think the parameters you've set are fair. 

Lean in to social pressure

A little competition can ignite any fire, push them out of their comfort zone, and improve team morale. If sellers' performance in your incentive program isn't publicly recognized, they likely won't feel the pressure needed to kick it up a notch.

During your team meetings, take time to display each rep's progress and performance. Encourage team members to cheer each other on (or challenge one another) to push them further toward their goals.

Allow for multiple winners

Chances are that your team has one or two top dogs who consistently outperform their colleagues. Incentive programs can quickly become irritating pageants that only recognize those expert-level sellers if they don't allow for more than one winner.

Instead, give reps at every level an opportunity to win. Structure your program to celebrate several top performers across multiple categories. This way, everyone will feel motivated, and resentment won't build.

Don't cap earnings

If you set a cap on your team's earnings, you'll also inadvertently limit their performance. Your star sellers shouldn't feel discouraged as they excel, or they'll be tempted to pump the brakes on their own progress. 

Instead, build a program that doesn't include a ceiling. Your low- and mid-level performers will know they always have something to work toward. And your more seasoned, exemplary sellers just keep getting better.

Combine monetary and non-monetary rewards

Once you identify the best way to motivate your team, mix up your incentives as often as possible and offer a healthy mix of monetary and non-monetary rewards to keep sellers on track and inspired to reap the rewards they most desire. For those who may not be hitting rewards often, consider setting up sales mentorships to help them grow their skills.

For remote or global teams, consider regional preferences (some cultures prefer team vs. individual recognition) and offer digital rewards (virtual gift cards, online experiences) that work across geographies.

Budget appropriately and measure ROI

Effective incentive programs pay for themselves through increased sales. Budget 1-3% of total sales revenue for incentive programs, or $2,000-$5,000 per rep annually, depending on deal size and complexity.

Track these KPIs to measure program ROI:

• Participation rate (% of reps actively working toward incentives)
• Goal attainment increase (compare attainment before vs. during program)
• Incremental revenue (additional sales directly attributed to the incentive period)
• Cost per incremental dollar (incentive spend / incremental revenue—aim for 1:5 or better)

Calculate ROI by dividing incremental revenue by total program cost. Programs that generate a return of less than 3:1 need adjustment.

Track and automate incentives with AI

Manual tracking of activities, goals, and payouts creates lag and errors. Sales incentive software automates the grunt work so reps and managers can focus on performance.

Key capabilities to look for:

Outreach's AI Revenue Workflow Platform unifies activity tracking, goal management, and performance analytics into a single system. Reps get instant visibility into their progress while managers can launch incentive programs, track participation, and measure ROI without spreadsheets. Conversation intelligence and deal tracking ensure accurate performance measurement across all customer touchpoints.

For teams ready to take automation further, Outreach's Deal Agent improves seller productivity by surfacing AI-recommended changes to opportunity fields based on conversational intelligence. This eliminates the burden of manual updates, keeps pipeline data healthy, and ensures every deal stays on track so reps can focus on earning incentives rather than updating CRM fields.

Powerful tools for more motivated sellers

Consistently engaging and motivating your sales team to perform their best starts with a well-planned, deliberately executed incentive program. But if your team still relies on outdated, legacy sales tech like disjointed point solutions that require manual data entry, then you're making it harder than necessary for them to do their jobs.

Outreach’s AI Revenue Workflow Platform empowers sellers to increase the impact of their activities without adding manual effort. With tools for automation, collaboration, sales engagement, deal management, and more, Outreach helps sales teams drive better performance and improve outcomes, while keeping them as motivated as possible.