A rep says the number is wrong. The office says it is right. Nobody can show how it was worked out.
Pay rules live in someone's head or in a long chat thread. Reps and managers calculate the same sale differently. Cancellations and chargebacks add more confusion. Time that should go to selling goes to disputes, and trust wears down.
The rules were never written in one place, and the calculation is done by hand. Small exceptions pile up until nobody is sure what the rule actually is. The problem is usually the process around the pay plan, not the people involved.
Try it: commission proof check
Tap what is true today. Nothing is saved or sent. This checks your process, not whether your pay plan is legal or tax-correct. That belongs with a CPA and an attorney.
0 of 8 in place
Tap what is true to see whether you could prove your commission numbers.
1. Write the plan down
One clear document that says how each sale is paid.2. Calculate it the same way every time
A repeatable method, not a one-off spreadsheet.3. Show how it was worked out
A simple statement for each rep every pay period.4. Set how disputes are handled
A fixed process with one owner and a deadline.These steps fix the process around pay. The pay plan itself, payroll, tax, and legal rules belong with a CPA and an attorney.
1. Put the plan in one document
Plain words, one place, with the date it took effect.2. Add three worked examples
Show a normal sale, a cancelled sale, and a sale with an exception, with the math.3. Send a statement every period
Each rep sees what was paid, why, and any adjustments.4. Write the cancellation rule
State what happens to pay when a sale cancels and when that is applied.5. Set the dispute process
One owner, a deadline for raising a question, and a deadline for answering.Commission statement
Rep name and pay period.
Each sale: customer, date, amount, rate, and result.
Adjustments: cancellations or corrections, each with a reason.
Total for the period.
Questions: send to ___ within ___ days.
JG can help document the process around commission, from the written plan to the review steps. Pay plan design, payroll, tax, and legal compliance belong with a CPA and an attorney, and JG brings them in when needed.
Answer 15 short questions. See your score and your weakest spot.