Employee Attendance and Sales ERP Fitness Test (Publication Date: 2024/03)


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Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:

  • Will sales commission be linked to other employee policies, as attendance, behavior, and so on?
  • Key Features:

    • Comprehensive set of 1544 prioritized Employee Attendance requirements.
    • Extensive coverage of 854 Employee Attendance topic scopes.
    • In-depth analysis of 854 Employee Attendance step-by-step solutions, benefits, BHAGs.
    • Detailed examination of 854 Employee Attendance case studies and use cases.

    • Digital download upon purchase.
    • Enjoy lifetime document updates included with your purchase.
    • Benefit from a fully editable and customizable Excel format.
    • Trusted and utilized by over 10,000 organizations.

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    Employee Attendance Assessment ERP Fitness Test – Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):

    Employee Attendance

    No, sales commission is typically not linked to other employee policies such as attendance or behavior.

    1. Implement a clear attendance policy that clearly outlines expectations and consequences for not meeting them.
    2. Track attendance through an automated system, such as biometric scanners, to accurately monitor employee attendance.
    3. Offer incentives for good attendance, such as bonus pay or extra time off.
    4. Conduct regular attendance reviews and follow up with employees who have high rates of absenteeism.
    5. Encourage a healthy work-life balance to reduce excessive absences.
    6. Provide resources for employees who may be struggling with personal issues affecting their attendance.
    7. Communicate the importance of attendance and its impact on team success.
    8. Consider flexible work arrangements for employees with legitimate reasons for attendance issues.
    9. Utilize a point system where employees accrue points for good attendance and can redeem them for rewards.
    10. Consistently enforce consequences for repeated attendance violations to promote accountability.

    CONTROL QUESTION: Will sales commission be linked to other employee policies, as attendance, behavior, and so on?

    Big Hairy Audacious Goal (BHAG) for 10 years from now:
    Yes, the company will have implemented a comprehensive system that combines employee attendance, behavior, and overall performance into a sales commission structure. This incentivizes employees to not only meet their sales targets, but also encourages them to maintain excellent attendance, display positive behaviors, and contribute to a positive work culture. By linking sales commission to other employee policies, the company will see a significant increase in overall employee engagement, satisfaction, and productivity. This will ultimately lead to a stronger and more successful organization in 10 years′ time.

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    Employee Attendance Case Study/Use Case example – How to use:


    The client, a multinational retail company, experienced a decline in employee attendance which directly affected the sales commission of their sales team. This was a major concern for the client as sales commission serves as a motivational factor for the employees to achieve their targets. The client also noticed a decrease in overall employee behavior and performance, leading to a negative impact on the company′s bottom line. As a result, the client approached our consulting firm with the primary objective of understanding the impact of linking sales commission with other employee policies such as attendance and behavior.

    Consulting Methodology:

    Our consulting firm conducted a thorough analysis of the client′s current employee policies and practices, focusing primarily on the sales commission structure and its linkage with other policies. We also reviewed existing literature and studies on the subject and gathered data from interviews with HR managers and employees. Additionally, we benchmarked the client′s policies against industry best practices to provide a comparative analysis.

    Based on our analysis, we proposed the following methodology:

    1. Develop a holistic approach: Our first step was to develop a holistic approach that would address the client′s concerns related to attendance, behavior, and sales commission. We recommended developing a policy that considered all aspects of employee performance instead of solely focusing on sales commission.

    2. Implement a reward and recognition system: We suggested implementing a reward and recognition system that would incentivize employees for their attendance and behavior, in addition to their sales performance. This would create a positive work culture and encourage employees to maintain good attendance and behavior.

    3. Conduct regular training sessions: We recommended conducting regular training sessions for both managers and employees on the importance of attendance, behavior, and their impact on sales commission. These sessions would increase awareness and provide guidance for improving performance in these areas.

    4. Introduce a formal performance evaluation process: We recommended implementing a formal performance evaluation process that would consider all aspects of an employee′s performance, including attendance, behavior, and sales targets. This would provide a fair and transparent system for assessing employee performance and determining sales commission.


    1. A comprehensive report on the impact of linking sales commission with other employee policies.

    2. A detailed policy proposal for a holistic approach to address attendance, behavior, and sales commission in the company.

    3. A reward and recognition system framework that incentivizes employees for their attendance and behavior.

    4. Training materials for managers and employees on the importance of attendance, behavior, and their link with sales commission.

    5. Guidelines for implementing a formal performance evaluation process that considers all aspects of employee performance.

    Implementation Challenges:

    1. Resistance from employees and managers: Implementing a new policy and changing the existing sales commission structure may face resistance from employees and managers who are accustomed to the previous system.

    2. Data management: Tracking and managing attendance and behavior data could prove to be challenging, especially in a large organization with multiple locations.

    3. Implementation costs: Introducing a new reward and recognition system, training sessions, and a formal performance evaluation process would incur added costs for the company.

    Key Performance Indicators (KPIs):

    1. Employee attendance rate: This KPI would measure the average attendance rate of employees over a certain period of time. A higher attendance rate would indicate the success of the new policy in improving attendance.

    2. Employee behavior score: This KPI would measure the behavior of employees based on set criteria. An increase in behavior score would indicate the success of the reward and recognition system in encouraging positive behavior.

    3. Sales commission payouts: This KPI would measure the impact of the new policy on sales commission payouts. A decrease in sales commission payouts due to poor attendance or behavior would indicate the effectiveness of the policy in incentivizing good performance.

    4. Employee satisfaction survey: This KPI would measure employee satisfaction with the new policy and its impact on their motivation and performance.

    Management Considerations:

    1. Change management: The implementation of the new policy would require effective change management strategies to ensure a smooth transition and minimize resistance from employees and managers.

    2. Training and communication: The success of the new policy would heavily depend on how well employees and managers are trained and educated on its implementation and impact.

    3. Continuous evaluation and improvement: It would be essential for the company to continuously monitor and evaluate the impact of the new policy and make necessary improvements as needed.


    1. Employee Performance Management: Unlocking Potential and Driving Business Results. Oracle Whitepaper, 2018.
    2. The Importance of Attendance in Employee Performance. Employee Assistance Programs Now, 2020.
    3. The Link Between Employee Behavior and Organizational Success. Harvard Business Review, 2019.
    4. Designing an Effective Sales Compensation Plan. McKinsey & Company, 2018.
    5. Linking Sales Compensation to Performance. Society for Human Resource Management, 2017.
    6. Best Practices in Employee Recognition and Rewards. WorldatWork, 2020.

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