Sales KPI & Remunerations strategies
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Reward the behaviours and results that genuinely grow your business

What you measure and reward has a powerful influence on how your sales team performs.

Well-designed targets and remuneration give salespeople clear priorities, encourage the right behaviours and keep individual effort focused on the outcomes that matter to the business.

The HHB approach is to help businesses develop practical sales KPIs and remuneration strategies that give teams clarity, create the right incentives and support stronger sales performance.

What are Sales KPI & Remuneration Strategies?

Sales KPIs define how performance will be measured. Remuneration strategy determines how salary, incentives and recognition support those expectations.

The strongest frameworks balance results with the leading behaviours and quality measures that create sustainable performance.

That may include revenue and margin, but also pipeline development, conversion, customer retention, activity quality, strategic product growth or team contribution.

The aim is a system that is clear, fair, achievable and commercially responsible.

Our approach

We start with business strategy rather than copying a generic commission model. Our process typically includes:
  • Clarifying growth goals, margins and sales priorities
  • Reviewing roles, territories and existing remuneration
  • Identifying controllable drivers of performance
  • Defining balanced leading and lagging KPIs
  • Modelling targets, thresholds and incentive scenarios
  • Testing for unintended behaviours and financial risk
  • Creating simple scorecards and reporting requirements
  • Documenting how the framework works
  • Supporting communication and implementation with the team
  • Reviewing results and refining the model where needed

What we can help design

Role-specific sales KPIs

Creating measures suited to hunters, account managers, sales leaders and blended roles.

Target-setting frameworks

Establishing realistic targets based on opportunity, historical performance and business goals.

Commission and bonus structures

Designing incentives that balance motivation, affordability and the right commercial outcomes.

Margin and quality measures

Ensuring growth is profitable and not achieved at the expense of customer fit or long-term value.

Sales scorecards

Giving individuals and managers a clear view of performance across a balanced set of measures.

Review and governance processes

Defining how performance is assessed, exceptions are handled and plans evolve.

Is this right for your business?

This service may be right for you if:
  • Your current incentive plan no longer matches business priorities
  • Salespeople do not clearly understand how performance is measured
  • Revenue grows but profitability does not
  • Targets feel arbitrary or inconsistent
  • The team focuses on easy wins rather than strategic opportunities
  • Commission calculations are complicated or regularly disputed
  • Managers rely too heavily on final revenue figures
  • You are recruiting or restructuring sales roles

The outcomes you can expect

  • Clear alignment between sales behaviour and business goals
  • Fairer and more transparent performance expectations
  • Greater focus on profitable, sustainable growth
  • Improved motivation and accountability
  • Earlier visibility of performance issues
  • Simpler coaching and review conversations
  • A remuneration model the business can afford and explain
  • Greater confidence when setting future targets

Why HHB?

We view KPIs and remuneration as part of the wider sales system – not an isolated HR exercise.

We consider your sales process, role design, reporting capability, margins and customer strategy before recommending measures or incentives. This helps create a framework that works in practice and reinforces the kind of selling you want more of.

Because a good incentive plan should not simply make people sell more. It should help them sell better.

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Ready to align performance with your business goals?

We’ll review what you currently measure and reward, identify possible gaps or unintended behaviours, and outline a more balanced approach.

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