It is a topic that makes people uncomfortable. Sales executives on the floor close a few big deals and walk away with a bigger bonus than the person managing the entire team. Is that fair? Or is it just how sales works?
Let us talk about it.
The Reality Behind the Numbers
Commission-heavy roles reward results, not responsibility. That is the idea. Sales executives work the front line, hit the phones, meet targets, and bring in revenue. So they get paid for what they bring in. Simple, right?
But what about managers?
They lead the team, coach underperformers, handle escalations, set the tone, report upwards, and often carry the pressure when numbers drop. Their success is tied to the team’s success, but their commission is usually smaller, if any at all.
So, when an executive earns more than their manager, it can feel like something is off.
Why It Matters
Money talks. And how a company structures its pay says a lot about what it values.
If leadership feels undervalued, the risk is real. Morale dips. Managers may quietly start looking elsewhere. Ambitious team members may feel that stepping up to lead is not worth the extra responsibility if the money does not match.
On the flip side, high-performing sales assistants might feel they deserve every penny. They are closing the deals. They are driving revenue. Why should their earnings be capped?
The Real Problem: Misaligned Incentives
This is not just about money. It is about motivation and trust.
When the system feels unbalanced, people stop trusting it. That is when high turnover starts. Quiet resentment builds. Conversations go underground. And suddenly, your top talent is harder to retain.
What Great Companies Do Differently
The best teams we see have tackled this head-on:
- They build commission models that reward both delivery and leadership
- They ensure transparency around how bonuses work, so no one is left guessing
- They offer hybrid recognition: cash, development opportunities, public praise, time off
- They keep communication open, so any tension is addressed early
Our View?
There is nothing wrong with sales assistants earning well. That should be celebrated.
But if your managers are carrying responsibility without reward, you might lose them. And worse, you might create a culture where stepping up feels like a loss, not a win.
Pay should reflect more than output. It should reflect impact, responsibility, and the choices people make to grow the business. Not just close the deal.
Want help building reward structures that motivate the whole team? Let us talk. It is what we do.