أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
For marketing, it is not easy to have a fair incentives program based on performance as for Sales where you can measure performance with figures (sales volumes, amount...), therefore, I think it should be based on experience.
During the early career, people are energetic, and passionate and they can easily overachieve the targets. So, many prefer Basic Salary + Performance Incentive... During the mid to senior level careers, people prefer Salary based on qualification and past experience because the risk tolerance level drops down and want to play safe game...
I will go with salary based on qualification and past experience. Additional incentives should be given based on performance.
Qualification and work experience are potential base for being considered for a job role or challenge. Salaries and incentives are in line with the quantum of business value and margins defined and would vary from organisations to organisations depending upon the need of quanttative and qualitative business.
Generally incentives are to boost performance above the defined bench mark for which employees' expenses are met thru salaries and perks.
That is a common rule !
Basic Salary + Performance Incentive fits well Marketing & Sales jobs.
That would depends on the company profile, the product, and the markets. In general, i think salary plus incentives may work fine for the fresh marketing team individuals, AND, also with the senior marketing leader (i.e. director, manager, VP, ...), but here we don't call it incentives, we shall call it percentage, as those senior people will be treated as company partners.
I prefer basic salary + daily % commission on each sale or LPOs depends on the product, margin, expected volume, etc, the results may surprise you, hard work is the key to success
