Trending
In the dynamic world of asset management, the effectiveness of distribution teams in achieving annual goals hinges significantly on well-devised compensation packages. Yet, many firms struggle with sales compensation structures, leading to dissatisfaction and turnover in distribution staff. This can strain relationships within the firm, particularly between sales and portfolio-management teams. To address these challenges, asset managers should consider the following four principles to develop fair and motivating compensation structures for their sales professionals.
Aligning Compensation with Firm Culture
Understanding the firm's cultural DNA is crucial for senior management. This understanding should inform the development of both the sales function and its compensation system. For instance, a fast-paced, competitive firm will have different compensation needs compared to one that values collegiality and teamwork. It's important to communicate the firm's culture to sales professionals from the outset and align their compensation with incentives that reflect this culture. Re-evaluating existing compensation packages to ensure they are fostering desired behaviors and priorities is also essential.
Balancing Base Pay and Performance Incentives
An overly generous base salary can potentially dampen the drive in institutional sales teams. A balanced approach, where the base salary offers security but also keeps the team motivated, is key. Including a quantitative bonus based on assets raised is fundamental but considering qualitative bonuses for other measurable successes in the sales process (such as number of managers site or shortlist achievements) can also be effective. This approach ensures motivation even in scenarios where specific asset-raising targets are not met due to external factors.
Recognizing External Influences
Just as portfolio managers understand that external events can impact stock prices, senior management should recognize that sales teams can face similar external challenges. These might include market trends or delays in decision-making processes at institutions. Acknowledging that these factors can affect the ‘assets raised’ metric is important. A well-rounded compensation structure should factor in these realities, incorporating both quantitative and qualitative elements that reflect the sales team's effort and professionalism.
Customization and Creativity in Compensation
There's no one-size-fits-all approach to sales compensation in asset management. While a strong commission component based on assets raised is essential, it's equally important to consider other variables and creative incentives. Firms that achieve a balanced, well-structured compensation package will likely gain an advantage over competitors with less effective compensation strategies.
In summary, for asset management firms, the development of a successful sales compensation structure requires a nuanced understanding of firm culture, a balanced approach to base pay and incentives, recognition of external factors impacting sales, and creative, tailored compensation strategies. This approach not only fosters a motivated and effective sales team but also contributes to the overall health and success of the firm in a competitive market.