Défis

The organization’s expanding customer base and multi-product portfolio required an incentive structure capable of handling complex commission rules, variable pricing models, and multi-country sales operations. Manual processes and inconsistent visibility made it difficult to drive predictable performance.

• Manual and error-prone commission processing: Sales reps relied on spreadsheets and delayed reporting, creating disputes, low trust, and inconsistent motivation tied to revenue achievement.

• Slow new-account acquisition cycles: Without structured acquisition incentives, reps lacked the push to aggressively onboard new commercial fleets, industrial customers, and fuel card clients.

• Insufficient motivation for high-value contract closures: Larger long-term contracts often required more strategic selling, but incentives for upsized deals were not clearly structured.

• Low engagement in region-wise sales competitions: Territory managers lacked consistent mechanisms to run leaderboard contests or compare performance across markets.

• Product mix skewed toward low-margin sales: Representatives often prioritized easy-to-sell fuel products rather than premium lubricants or specialty categories tied to higher margins.

• Limited visibility into strategic account growth: Account managers managing high-value fleets or industrial clients had no structured recognition tied to volume expansion or multi-product adoption.

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Personas involved

• Sales Representatives: Manage daily B2B outreach, fleet conversions, and product sales.

• Business Development Executives: Drive industrial customer acquisition and strategic deals.

• Territory Managers: Monitor regional performance and run local contests.

• Key Account Managers: Grow volume and product penetration in high-value accounts.

• Sales Leadership: Shape incentive strategy and track real-time performance outcomes.

• Revenue Operations Teams: Oversee commission accuracy, dispute resolution, and KPI alignment.

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The solution

The company implemented a unified, automated sales compensation and performance framework utilizing Xoxoday Compass, that streamlined commissions, motivated account growth, and strengthened engagement across regional sales teams.  

Automated calculations, gamified experiences, and real-time dashboards created consistent transparency and accelerated field decision-making.

• Automated real-time commission calculations: Variable compensation—volume bonuses, revenue tiers, and margin-based incentives—was automated with instant earning visibility. Reps could view real-time earnings, eliminating disputes and building trust in the commission process.

• Acquisition bonuses tied to new customer signings: Sales teams received structured rewards for onboarding new commercial fleets, industrial buyers, retail resellers, and fuel card customers. Automated tracking improved lead-to-acquisition conversion cycles across SEA markets.

• Contract value-based incentive triggers: Long-term contracts, multi-year supply agreements, and upsized orders were linked to incentive bands. Reps closing high-value deals received premium bonuses that reinforced strategic selling over transactional wins.

• Territory-wide leaderboard contests: Gamified leaderboards, milestone badges, and KPI scorecards enabled region-level competitions. Sales reps across SEA markets competed on conversion rate, revenue booked, and product penetration, driving healthy performance rivalry.

• Product mix incentives to shift toward premium categories: Structured bonuses rewarded reps for prioritizing higher-margin products such as premium fuels, synthetic lubricants, specialty additives, and technical service packages—shifting revenue mix toward profitability.

• Key account growth rewards: Account managers were recognized for expanding fuel consumption, increasing onboarded vehicle count, boosting product adoption, and securing preferred supplier agreements with large commercial clients.

• Insights-rich dashboards and nudges: Real-time scorecards, earnings calculators, and automated nudges guided reps toward targets. Leaders accessed dashboards with payout trends, achievement patterns, and ROI insights, improving coaching and decision-making.

• Flexible payout options and instant redemptions: Incentives were delivered through seamless digital methods including payroll-linked payouts, bank transfers, e-gift cards, travel experiences, merchandise, and more—maximizing redemption satisfaction.

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Impact

With automation and gamified performance engagement, the organization experienced measurable improvements across acquisition, productivity, revenue growth, and margin expansion.

• 26% increase in overall sales productivity across SEA markets

• 33% reduction in commission disputes due to real-time transparency

• 3.2x increase in new customer acquisitions for fleet and industrial segments

• 29% growth in high-value contract closures

• 2.7x participation in regional sales contests

• 37% uplift in premium product and specialty lubricant sales

• 41% growth in volume expansion across key strategic accounts

• 93% incentive redemption rate across the sales organization

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Conclusion

By implementing a comprehensive automated sales compensation and performance model, the SEA fuel enterprise transformed its sales culture—driving transparency, accelerating acquisition, improving product mix, and enhancing revenue predictability. Sales teams gained real-time visibility into earnings, leaders gained actionable performance insights, and the business scaled growth across its regional markets with greater speed and confidence.