Incentive plans do more than drive short-term results, they quietly shape your culture. When reps feel like they’re being fairly rewarded for their work, they stay longer, engage more, and build stronger provider relationships over time.

Pharma incentive compensation should reward both effort and outcome. It’s not always about top-line sales. Sometimes, it’s about rewarding reps who help overcome tough payer restrictions or who consistently deliver quality interactions in low-volume markets.

The key is finding balance and avoiding the trap of using comp plans to fix unrelated performance issues. That’s something we often help teams untangle.

If you’re looking at retention or turnover trends, your comp structure might be part of the story.