Want to Keep High-Performers? Use Incentive Compensation Beyond Just Sales
As businesses face rising costs, economic uncertainty, and rapid changes driven by AI, keeping high-performers motivated and engaged is more important than ever. Traditional salary models alone may no longer be enough to attract and retain top talent. That’s why more companies are turning to performance-based compensation—and not just for sales teams.
According to the 2025 State of Incentive Compensation Management Report, 72% of organizations plan to extend incentive compensation to departments beyond sales. It’s a smart shift that aligns pay with results and encourages a culture of accountability, innovation, and achievement across the business.
Here’s how different teams outside of sales can benefit from customized incentive plans:
1. Finance and Operations
Finance and operations play a critical role in company performance. Rewarding these teams for accurate budget forecasts, cost control, and financial planning can increase ownership and sharpen focus on efficiency. For example, tying bonuses to forecast accuracy or operational savings can push teams to go beyond the basics.
2. HR and Talent Acquisition
High-performing HR teams directly impact company culture and growth. Incentives tied to faster hiring times, improved retention, or higher employee satisfaction can motivate HR professionals to find and keep top talent. Make sure to balance quantity with quality—using metrics like candidate experience ensures high-performers are brought in, not just more people.
3. Customer Success
Customer success teams are no longer just about retention—they’re key to driving revenue growth. Linking compensation to metrics like net revenue retention, customer satisfaction scores, or account expansion encourages these teams to build long-term value. This keeps them focused on what matters most: happy, loyal customers.
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4. Marketing and Demand Generation
Marketing’s impact on revenue is often hard to measure. But by rewarding teams based on qualified leads, pipeline growth, or marketing-sourced revenue, businesses can better connect marketing efforts to sales results. Incentives create alignment and drive results that support the company’s growth goals.
5. Product and Engineering
These teams fuel innovation. Tie rewards to successful product launches, meeting deadlines, reducing system downtime, or other performance indicators. For instance, bonuses could be linked to launching a product on time and within budget, helping to grow market share and retain users. This approach ensures product and engineering teams are directly contributing to business success.
Motivating High-Performers Across the Business
Expanding incentive compensation beyond sales can unlock untapped potential across all departments. But for it to work, transparency is crucial. Roll out changes gradually, keep communication open, and ask for feedback. Done right, a thoughtful incentive program can help businesses keep their high-performers, drive stronger results, and build a more motivated, high-achieving workforce.