Follow Up on Middle Ground

I posted on September 26 about assigning percentage goals to your top performers and how that could actually "demotivate" and put undue burden on your best customers/sales people.

In reviewing the post it seems that I left out some information – how do you make the program a bit more equitable for your top performers?

Simple:  Create your own performance index by multiplying the percent increase by the unit increase.  The chart below illustrates this…

In this instance, the lower volume Dealers have a much higher percentage goal than the top Dealers.  You now have a way to rank performance that is more equitable than simply ranking by percentage growth or unit growth separately.

Not perfect – but much better than just using one metric.