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For any sales team, knowing what success looks is one part of staying motivated — but a clear reward structure is another. Having a well-structured sales commission plan can better align sales rep behavior with business outcomes by providing clear incentives for hitting targets.
To stay competitive, companies need compensation plans that are both simple and strategically sound.
In this article, we’ll explain what a sales commission structure is and how to choose a model that helps team close more deals and hit growth targets with confidence.
What’s a Sales Commission Framework and How Does It Drive Growth?
Instead of relying solely on fixed salaries, sales commission frameworks reward sales reps for achieving meaningful results like closed deals, quota attainment, and revenue generation. Because these frameworks link individual contribution to company performance, they reward both individual effort and impact on the company.
By connecting rep activity to specific targets, companies can track progress more accurately and forecast revenue with greater confidence. That clarity improves day-to-day execution but supports broader goals, such as attracting top talent and expanding into new markets. Plus, it keeps top sellers engaged, shortens sales cycles, and ties every payout to measurable performance metrics.
But the wrong structure can work against you. Misaligned incentives lead to inconsistent performance, disengaged teams, and missed opportunities. Make sure when choosing a model that it supports realistic and attainable targets so your team feels fuelled to keep aiming higher — not so discouraged that they feel they shouldn’t bother.
5 Types of Sales Commission Plans
There’s no one-size-fits-all commission plan. What works for one company might fall flat for another, and the right plan depends on your business model, sales cycle, and priorities.
Here are five common examples of commission structures, each with a simple explanation of how it works.
1. Straight Commission
In a commission-only structure, a salesperson's earnings come entirely from sales-based compensation without any guaranteed salary. This model is standard in high-value industries where individual deal sizes can support full compensation through performance. To offset the lack of fixed income, rates are typically much higher than in the hybrid framework.
Example: In luxury yacht sales, a rep might earn a 10% payout on each deal. Closing just one $500,000 yacht would result in a $50,000 payout — enough to sustain income without a base salary.
The advantage of this model is that it creates strong performance incentives and high earning potential. The downside is that it provides no income stability, which can lead to burnout or risky selling behavior if reps push the wrong deals to hit short-term sales goals.
2. Tiered Commission
A tiered structure increases the commission rate as a rep sells more, encouraging momentum throughout the sales cycle. Instead of stopping at quota, reps are incentivized to exceed targets and maximize performance. This system is especially effective for scaling revenue because the business only pays higher commissions after reps exceed key profit or revenue targets. This ties increased compensation directly to strong performance.
Example:
A cybersecurity software company might approach commissions like this:
$0–25,000 in closed deals earns 4%
$25,001–75,000 earns 6%
$75,001 and above earns 10%
The upside is clear: reps are encouraged to sell beyond quota. However, in some cases, this system may lead reps to delay deals to push them into a higher tier within a timeframe.
3. Gross Margin Commission
Unlike revenue-based models, a gross margin commission structure ties payouts to profit, not just top-line sales. By factoring in costs, this approach rewards reps for closing deals that protect margin, not just volume.
It’s beneficial in industries with variable pricing or high overhead, where closing low-margin deals can erode profitability.
Example:
A cloud infrastructure provider offers reps 7% commission on gross margin. The salesperson then sells a $50,000 annual contract, but implementation and service costs total $15,000. The gross margin is $35,000, resulting in a $2,450 earnings — a payout that reflects actual value to the business.
The benefit of this model is that it aligns incentives with business profitability. The challenge is that it requires more complex calculations, and may cause tension if reps feel they’re being penalized for cost structures outside their control.
4. Salary Plus Commission (e.g., 70/30 Split)
In one of the most typical sales commission structures, representatives earn a fixed base salary supplemented by variable compensation tied to performance. This approach supports sustained performance while giving businesses more predictable payroll costs and scalable incentives.
The 70/30 split, where 70% of on-target earnings come from salary and 30% from commission, strikes a good balance between financial stability and motivation. It’s especially valuable in B2B sales, where long cycles and high-stakes relationships demand consistent follow-up, relationship-building, and pipeline activity — which means reps still receive income when nurturing existing customers, not focused on signing new contracts.
Example:
A logistics software rep has a $105,000 on-target earnings (OTE) package.
$73,500 (70%) is paid as base salary
$31,500 (30%) is tied to hitting quota
If they hit their annual sales quota of $500,000, they’ll earn the full $31,500 in incentive. If they go beyond quota, accelerators or bonuses may apply, making this structure adaptable across different team sizes and deal complexities. The main benefit is reliable compensation in the form of a base salary, which can help with recruiting and retention. On the downside, lower commission percentages may reduce urgency in reps compared to higher-pressure models.
5. Residual or Renewal Commission
A residual commission model rewards sales professionals for the long-term value they generate, not just the initial close. These people continue earning an incentive for as long as the customer makes payments, creating a built-in motivation to build trust, strengthen relationships, and drive retention.
Example:
A rep at a payroll software company signs a client on a $3,000 monthly plan. Instead of a one-time payout, they earn 5% of that amount each month — $150 in recurring commission — for as long as the account remains active.
This structure encourages reps to focus on long-term customer success and retention, not just short-term wins. While it builds recurring income and customer loyalty, it can also make performance harder to measure, especially when results accumulate over time.
How To Design the Right Sales Commission Structure
Choosing the proper sales commission framework means aligning compensation structures with business goals, processes, and team dynamics. A well-matched plan drives the right sales behavior, while the wrong one could create friction or lead to missed targets. Let’s break down a few steps in this process.
Align with business objectives
Start with your top priorities: growth, profitability, customer retention, or market expansion. For example, if you’re focused on high-margin deals, a gross margin commission makes more sense than a flat revenue model so reps push for bigger sales.
When goals and incentives aren’t aligned, reps may close deals without maximizing their potential or miss strategic targets entirely.
Consider sales cycle length and product complexity
Longer, complex sales cycles benefit from salary-plus-commission models because they offer income stability while rewarding performance. Employees can focus on customer satisfaction knowing they have a paycheck to carry them through the deal.
Shorter, transactional cycles may thrive under aggressive or tiered commission structures that push volume. These models incentivize reps to close more deals quickly, which aligns well with high-velocity sales environments where speed and scale matter most.
Weigh the financial impact
Commission plans should scale with performance, not overwhelm margins. Model out best- and worst-case scenarios to ensure payouts remain sustainable. Tying incentives to closed-won or paid revenue ensures reps are only compensated after the business receives payment, preventing cash flow surprises.
Prioritize clarity and flexibility
Your team should understand exactly how they’re paid and why. Overcomplicated plans may break trust and make it harder to forecast revenue, so build in room for adjustments. The best structures evolve with your business.
Maximize Your Sales Commissions With AI-Powered Tools
A purposeful commission plan is essential for motivating sales teams and defining a clear path to quota. But in today’s working environment, incentives alone aren’t enough. Reps also need the tools, intelligence, and automation to execute efficiently and consistently.
Rox’s Agentic CRM helps turn commission plans into performance by eliminating manual work and surfacing revenue-driving insights in real time. It also improves pipeline visibility, so you can forecast with accuracy and act with confidence. Ready to see how Rox accelerates your sales success? Watch the demo or try it free today.
