Sales management · Compensation
List everything you give a rep besides salary, price it, and ask what they value.
A benefits and indirect pay inventory lists every statutory and voluntary benefit, allowance and non-cash reward a sales rep receives, with the yearly cost of each and how much the rep values it. It ends in a total-rewards statement that shows the rep what the job really pays.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A benefits and indirect pay inventory lists every statutory and voluntary benefit, allowance and non-cash reward a sales rep receives, with the yearly cost of each and how much the rep values it. It ends in a total-rewards statement that shows the rep what the job really pays.
A rep in Mysuru leaves a stable job for another firm that pays two thousand more. The owner is hurt: the rep had health cover, a phone allowance, a free annual trip and a festival bonus. The rep had never seen any of it written down as part of the pay.
The inventory is a list with three columns: what it is, what it costs per rep per year, and how much the rep values it from one to five. HR or the owner builds the list, accounts adds the costs, and the reps score the value on a short anonymous form. The owner reads the result and decides what to keep, drop or start.
It replaces the unspoken belief that reps know what they are given. It follows the benchmark page, which looks at the cash, and it comes before the mix page where fixed and variable pay are set.
Where this sits
Topic 7 of 14 in sales management: compensation. Designing and checking the sales pay plan.
- The topic before
- Motivation and coaching
- The topic after
- Sales expenses
If you want this done for you
Your incentive plan rewards activity that has nothing to do with what needs selling.
The work
What this is actually like.
“Statutory items are cost, not perks”
Provident fund, state insurance, gratuity and statutory bonus are legal obligations where they apply. Show them on the statement but do not count them as generosity. Your CA will say which apply to your headcount and wages.
“Value depends on life stage”
A twenty-three-year-old rep values a bike allowance and a trip. A thirty-eight-year-old with children values health cover and a stable payday. Ask each rep and group the answers by age, or you will fund what the wrong people want.
“High cost, low value is where to cut”
Plot cost against the rep's score. A costly item that scores one or two is a candidate to drop. A cheap item that scores five, such as an extra day before a festival, is worth adding.
“A statement changes the conversation”
One page with cash, benefits and non-cash items, given to the rep each year, gets a different reaction from a payslip alone. It is also the paper you hold up when a competitor offers two thousand more.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
The benefit list
Every item on its own row: statutory, voluntary and non-cash. Include mediclaim, term cover, phone and fuel allowance, leave encashment, trips, training and flexible hours.
Result: Finished when a rep reading it cannot name a benefit that is missing.
The cost sheet
Yearly cost per rep for each row, with the total and the share of total pay. Supplied by accounts.
Result: Finished when the total matches the payroll and benefit invoices.
The value survey
One page, five to eight questions, scoring each benefit from one to five and asking life stage. Anonymous, in the rep's language.
Result: Finished when every rep has returned it.
The total-rewards statement
One page per role: cash, benefits, non-cash rewards, each with a rupee figure. Dated.
Result: Finished when each rep has been handed theirs and has read it.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
What counts as a benefit?
Can we cut a benefit that reps like?
How do statutory rules apply to us?
Is a survey worth it for four reps?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Where to go next
The work that carries this topic further.
The rest of compensation
Or read all of sales management.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.