Are the commission structure and territory assignments regularly revised at Honeywell for sales representatives? How does the company determine sales territories?

Question

Accepted Answer

Honeywell generally restructures commissions and territory assignments once year, with occasional exceptions for when entire business units are formed or combined. Incentives usually contain a maximum of three metrics (usually for managers), and realized revenue is generally 60% of the overall compensation at a minimum. Payout is generally quarterly for businesses with long sales cycles (6+ months) and monthly for higher velocity business units. Sales territories are determined by analyzing overall sales capacity by business unit and region through a combination of sales pipeline, historical quota attainment, and market research, which is cascaded to general managers of the business entity. GMs work with sales operations and sales management to choose preferred incentive structure, then collaborate with Finance to assign overall territories, which can either be regional, channel specific, or vertical specific.

Answer

Depends on what LOB within Honeywell you are referencing it is a fortune 100 with multiple LOBs. Under HBS or HBT, newly reminted to Building Automation your sales territory and vertical is pretty consistent. Commission is very convoluted, and they categorically refuse to produce a commission outline and you need to track and chase down your incentives. One thing that has been consistent is the fact commission structures are capped, and regressive once you hit plan and for large sales subject to management's discretion on how you end up getting paid and in cases with large sales pay out across multiple years.

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Anonymous Q&A

Are the commission structure and territory assignments regularly revised at Honeywell for sales representatives? How does the company determine sales territories?