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By Samuel Holzman, Writer and Product Marketing Lead, Salesforce
August 6, 2025
Compensation strategy is an incredibly important aspect of a business’s success – but it’s not the easiest puzzle to solve, especially considering how often pay for performance strategies must evolve. When sales leaders were asked to identify the top challenge to providing competitive pay, changes to compensation strategy came out on top of the list.
In this article, we’ll break down everything you need to know about a pay for performance compensation strategy — including how it works, common models, and how to implement it in a way that motivates teams and drives results.
Pay for performance is a compensation model where employee pay is dependent on their job performance. The performance-based compensation they receive can include bonuses, commissions, stock options, or salary increases that are contingent on hitting specific metrics or objectives.
In contrast to traditional salary structures that rely heavily on tenure or job level, pay for performance creates a more direct link between contribution and compensation.
While they’re often used interchangeably, pay for performance and merit pay are two distinct concepts. Merit pay usually refers to a salary increase based on a manager’s assessment of an employee’s performance over time — often delivered during an annual review.
Pay for performance is broader and may include short-term incentives (like quarterly bonuses, sales SPIFFs, or sales commissions) based on measurable results, not just manager evaluations. While merit pay is more subjective – as it ultimately comes down to a manager’s evaluation – a pay for performance strategy directly ties compensation to specific metrics.
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When implemented thoughtfully, a pay-for-performance strategy can unlock several advantages:
Despite its advantages, pay for performance isn’t a one-size-fits-all solution. If you don’t properly address incentive compensation management in your sales plans, a pay for performance strategy can open you up to potential consequences:
A pay for performance compensation strategy typically follows these steps:
For example, a salesperson might receive a commission percentage for hitting revenue targets, while a customer success manager might earn a bonus tied to net revenue retention.
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There are several models companies can adopt depending on the role and business objectives:
Measuring pay for performance starts with defining clear metrics tied to business outcomes. Depending on the role, these might include:
Once these performance indicators are in place, the incentive structure determines how pay is distributed. For example:
Digital tools like incentive compensation management software can help streamline these calculations, ensuring accuracy and transparency at scale.
While pay for performance is often discussed in the context of sales, it can be a valuable compensation strategy for all sorts of roles. Here are a few examples:
Leadership: Executives have a portion of their compensation tied to company-wide revenue generation.
Pay for performance can be a powerful tool for motivating employees and driving results — when it’s built on transparency, fairness, and alignment. With the right strategy and tools, companies can reward great work, retain top talent, and grow smarter, together.
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