Stop building custom income plans for every new sales rep. It feels like great leadership. You sit down with each new hire, talk through their income goals, and reverse engineer the time, activity, and production it'll take to get there. For the rep, that's a great experience. The problem is attrition. When you're scaling a commission-based sales team, you may need to recruit 3, 4, or 5 reps to get one to stick. Even strong retention can mean recruiting 2 to keep 1. So every custom plan becomes a big leadership time investment in someone who may not stay. The answer isn't less clarity. It's standardized paths. Build four benchmarks: The minimum: if you're not doing at least this, you can't work here What your top 20% of reps do What your top 10% do What your top 1% do Then communicate the minimum during recruiting, before anyone is hired. Reps get a clear path. You get your time back. If you're scaling a commission-based sales team and need help recruiting reps who fit those ...