I know this is an ancient thread, but I thought I'd share the most successful (in terms of appointments shown and sold per 100 leads) pay plans for BDCs:
First, you need to implement a 100% “at risk” Pay Plan for the BDC. This means you are no longer giving them a guaranteed base wage that ends up making the appointment spiffs meaningless. It also means that you are only going to pay on Real Appointment Shows. (Real Appointment Shows are appointments that arrive within 45 minutes of the scheduled appointment time.)
However, to get the checks and balances you need (to keep the BDC from reconciling) and to pay fairly for the job the floor salespeople do when they close a Real BDC Appointment; you need to pay the floor teams as if this was a split deal. (Because, it is a split deal: one team member set the appointment and another one closed it. This is the epitome of a split deal!)
Here’s what that sustainable pay plan for a Sales BDC looks like:
1. Pay the BDC on APPOINTMENTS THAT SHOW; not on sold units and not hourly (though there is generally an hourly component to the BASE that a BDC agent will make). For most markets, a solid pay plan for an Appointment Coordinator (BDC agent) looks like this:
a. $10-$12 to even $15/hour in base pay that is a DRAW AGAINST COMMISSIONS.
b. $50 commission for every VALID appointment that shows.
c. $100 volume bonus for every 10 VALID appointments that show.
2. Pay the floor salesperson that CLOSES a BDC appointment a REDUCED COMMISSION. (Generally, this is a half commission with a full or half mark toward their volume bonus.)
This second point is hard for most sales managers to swallow. They like to argue something nonsensical like “My salesperson closed the deal; he did ALL THE WORK; so he deserves a full commission!”
Repeat this out loud until it finally sinks in:
“If the floor team did their job we wouldn’t need a BDC.”