Design the inputs before the incentive.
Revenue target
Define the production or sales level where the next commission tier should apply.
Margin guardrail
Keep incentives tied to profitable work so discounting does not get rewarded.
Role fit
Separate sales, technician, and hybrid compensation so each role sees a clear path.
Payout timing
Plan when commissions are earned, reviewed, and paid so the policy is easy to administer.
Model the plan in real time.
Commission Calculator
Calculate sales commissions and technician incentive pay
Make the plan motivating and defensible
A commission plan should change behavior without creating confusion about margin, refunds, or collection timing.
- Use job-pricing margin before calculating commissions on sold work.
- Define what happens when a job is discounted, refunded, or not collected.
- Keep the formula simple enough for the team to audit without a spreadsheet expert.
Make the payout policy easy to operate
A clear formula still needs estimate controls, collection status, and payroll context so the team trusts the plan.
Connect incentives to roles
Thorbis payroll — in development now — is built to keep sales, technician, and hybrid compensation policies clear.
Open feature→Use margin-aware estimates
Keep commission logic tied to estimate margin before a technician or salesperson promises a discount.
Open feature→Pay on collected work
Link payout timing to invoice and payment status so compensation follows real cash collection.
Open feature→Match the incentive to who owns the outcome.
Sales role
Reward sold work while protecting margin, deposit collection, and approved scope.
Technician role
Reward add-ons, maintenance plans, reviews, or quality completion without encouraging rushed work.
Team pool
Use shared bonuses for branch, install crew, or dispatcher goals where one person does not own the whole outcome.
Owner guardrails
Define discount, callback, refund, and cancellation rules before payouts are disputed.
Define earned, adjusted, and paid
The calculator gives a payout number. The policy defines when that number is valid.
Incentives should make the business healthier
A plan that sells more work but lowers trust, margin, or collection quality needs guardrails.
- Paying on revenue while ignoring margin, refunds, and collections.
- Changing formulas mid-period without a written version history.
- Using incentives that make technicians oversell work customers did not need.
Review the behavior the plan creates
Compensation should be checked against sales quality, job quality, and team clarity before it becomes culture.
Keep the payout tied to real economics.
Margin-aware payout
Tie commission to gross margin or collected revenue when revenue alone would reward weak work.
Audit trail
Keep the job, invoice, approval, refund, and adjustment notes beside the payout.
Role ownership
Separate who sourced, sold, performed, and closed the job before splitting credit.
Keep the numbers honest across your whole business.
Hourly Rate Calculator
Calculate what to charge per hour based on your costs and target profit.
Open tool→Job Pricing Calculator
Price jobs accurately with material, labor, and overhead costs.
Open tool→Profit & Loss Calculator
Track revenue, expenses, and calculate your net profit margins.
Open tool→Break-Even Calculator
Find out how much revenue you need to cover your costs.
Open tool→Industry Pricing Standards
Compare your pricing against industry benchmarks and averages.
Open tool→