Savvy companies understand this and recognize that developing a sound program that motivates an employee to do what is in their best interest to do is one of the major reasons why large companies get bigger. And it might be a reason why small companies stay that way – small. They may not fully grasp the “how” and the “why.”

One key component to this is a well-written job description.

Goals and expectations need to be carefully laid out so that an individual or category of employee can understand how they can increase their compensation package – whether through commissions, bonuses or other incentives.

It’s pretty hard to dispute the fact that many salespeople end up in their career path haphazardly. Maybe the individual did not like the daily tasks and routine of back office positions, maybe he or she knew a company’s product well from working there for years and slipped into a sales role, or maybe they were told – you have a great personality, you should be in sales and they tried it.

For many employers, the choice to hire an employee or an independent contractor had become one of convenience. It’s cheaper and easier to hire independent contractors. They don’t get medical or other employee benefits; they don’t get overtime and aren’t subject to minimum wage restrictions; the employer doesn’t withhold taxes, provide worker’s compensation or contribute to unemployment compensation and they help moderate the impact of peaks in work-flow.