Stop customizing comp plans for every sales rep. It feels thoughtful. It’s actually slowing you down. When every new hire negotiates their own income path, you create complexity you can’t scale. More meetings. More nuance. More “exceptions.” Instead, give reps 3–4 clear income paths to choose from. For example: $50K = baseline expectations. $100K = top 20%. $150K = top 10%. $200K = elite tier. Then map each tier to specific activity levels and time investment. Now the conversation shifts from “What do you want to make?” to “Which path are you committing to?” One of our clients moved from fully customized plans to four defined tracks. Leadership time dropped immediately, and accountability went up—because expectations were no longer fuzzy. Do this today: define your minimum, top 20%, top 10%, and top 1% income levels—and reverse engineer the activity required for each. You’ll simplify management and make performance measurable. If you want help building scalable sales systems,...