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    h time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission struct

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    Commission structures are perhaps the best way to motivate employees to sell; they are direct rewards for salespeople. But with so many varied commission structures out there, the big question for retailers remains: What percentage of pay should be commission-based and what percentage should be salary-based?

    All too often, commission structures in cellular retail aren't well conceived. Some retailers use fixed-rate commissions whereby a salesperson receives, for example, $10 each time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission structu

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    with so many varied commission structures out there, the big question for retailers remains: What percentage of pay should be commission-based and what percentage should be salary-based?

    All too often, commission structures in cellular retail aren't well conceived. Some retailers use fixed-rate commissions whereby a salesperson receives, for example, $10 each time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission struct

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    d be commission-based and what percentage should be salary-based?

    All too often, commission structures in cellular retail aren't well conceived. Some retailers use fixed-rate commissions whereby a salesperson receives, for example, $10 each time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission struct

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    tail aren't well conceived. Some retailers use fixed-rate commissions whereby a salesperson receives, for example, $10 each time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission struct

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    h time he/she sells a particular handset. This doesn't work.

    In order to get the results you want, commission structures must be calculated as percentages. Retail executives need to decide upon a balance between how much to pay salespeople (per commission) and what they deem suitable compensation for their sales efforts (on top of their salary).

    "To create a compensation package that's fair to both parties, consider what it is you are actually paying for," advises Keith Rosen, executive sales coach for Profit Builders, on his blog. "Focus on paying for the results… For example, what are you wi

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