Comments on: 100% Commission Equals Zero Percent Control http://paul-johnson.com/2006/02/100-commission-equals-zero-percent-control/ Mon, 02 May 2011 15:42:14 +0000 hourly 1 http://wordpress.org/?v=3.1 By: Paul Johnson http://paul-johnson.com/2006/02/100-commission-equals-zero-percent-control/comment-page-1/#comment-680 Paul Johnson Thu, 17 Sep 2009 23:32:35 +0000 http://charlottekitchendesigner.com/2006/02/100-commission-equals-zero-percent-control/#comment-680 Ouch! It sounds like your company is grossly undercapitalized. You have no money for recruitment, training, or salaries... wow. Still, you must be really excited about your business, or you wouldn't be pursuing it. Can I at least assume you've had sales success at this company on your own? If you can show a prospective salesperson that there is a PROVEN RELIABLE METHOD for making sales, you might be able to attract one. You must satisfy their math needs; for EVERY 8 hours of their time, they will make AT LEAST X dollars in gross profit. If you can't prove that, you'll be lonely for a long time. Ouch! It sounds like your company is grossly undercapitalized. You have no money for recruitment, training, or salaries… wow.

Still, you must be really excited about your business, or you wouldn’t be pursuing it. Can I at least assume you’ve had sales success at this company on your own? If you can show a prospective salesperson that there is a PROVEN RELIABLE METHOD for making sales, you might be able to attract one. You must satisfy their math needs; for EVERY 8 hours of their time, they will make AT LEAST X dollars in gross profit. If you can’t prove that, you’ll be lonely for a long time.

]]> By: Ruby http://paul-johnson.com/2006/02/100-commission-equals-zero-percent-control/comment-page-1/#comment-673 Ruby Wed, 16 Sep 2009 22:44:00 +0000 http://charlottekitchendesigner.com/2006/02/100-commission-equals-zero-percent-control/#comment-673 what are some solutions? how can a company with little to no reserves for recruitment and training possibly establish a salary comp plan? what are some solutions? how can a company with little to no reserves for recruitment and training possibly establish a salary comp plan?

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