So, your tech just did the unthinkable: they brought in a new customer. It wasn’t part of their job description, but there they were, either making a casual connection or talking a lead into signing on the dotted line. Now you’re left with a happy problem: how do you reward someone who doesn’t usually do sales, but clearly has a knack for it?
Before you dive into bonuses, ask yourself: is this a one-time thing, or do they have potential as a future sales rep? Maybe they’re just a solid tech who, on occasion, can bring in new business without you needing to push them into the sales arena full-time. No matter which way you lean, rewarding them properly ensures they—and others—see the value in stepping up when opportunity knocks. Here are 10 ways you can compensate your non-sales employee for that unexpected sales win, complete with pros and cons.
One Month of MRR (Monthly Recurring Revenue)
A month of MRR is a solid, straightforward reward. It feels generous because it’s tied directly to the revenue the tech helped bring in. One month’s worth of recurring revenue feels like a meaningful “thank you” without getting bogged down in complicated formulas. The best part? It’s a one-time hit to your bottom line, and if the client stays for the long haul, this reward ends up being a small acquisition cost.
The downside? Once that bonus lands in their account, it’s over. Your tech might appreciate the quick win, but the excitement could wear off faster than a software update. It doesn’t create any lasting incentive to repeat their success.
The Onboarding Fee
Paying the onboarding fee as a reward is another easy, no-nonsense option. It gives the tech an immediate reward that feels tied to the specific work they helped initiate. Plus, you’re not dipping into your long-term profits, and the tech feels like they’re getting a nice chunk of change right off the bat.
But if your onboarding fees aren’t substantial, this reward might not feel all that exciting. And like the MRR bonus, it’s a one-time deal. After the onboarding, the tech’s involvement—and incentive—ends.
Flat Bonus ($500 or $1000)
A flat bonus is simple, clean, and predictable. There’s no need for complicated math, and the tech knows exactly what to expect. A few hundred or a thousand bucks in their pocket says, “You did good,” without any ambiguity.
However, the problem with flat bonuses is that they can feel a bit impersonal, like handing someone a gift card for their birthday. Plus, if the client is a major score, a flat bonus might underplay the value of the deal—or conversely, overpay for a smaller win.
Percentage of MRR for a Set Time
Offering a percentage of the MRR for, say, six months creates a longer-term reward. It keeps the tech engaged and gives them a reason to stay interested in the client’s success. It’s like telling them, “You brought this in, now enjoy a little slice for a while.”
The downside is that this approach requires ongoing management, which can get messy as more clients come in. And what happens after the six months? Your tech might feel less motivated once that extra income dries up.
Extra Vacation Days
Extra vacation days are a great way to reward someone who values work-life balance. It’s like saying, “Thanks for crushing it, now go take some time to relax.” This can be a thoughtful and appreciated reward for techs who might not always care about cash bonuses.
However, not everyone prioritizes time off over cash. Some techs might see vacation days as a nice gesture but would rather have the financial bonus. Plus, if you’re already short-staffed, giving them extra days off might feel like shooting yourself in the foot.
Profit-Sharing for the First Year, Paid Quarterly
This method ties the tech’s reward directly to the company’s success, keeping them invested in the client over time. Profit-sharing says, “We’re in this together,” which could help foster long-term loyalty and keep the tech engaged beyond the initial win.
But profit-sharing can be tricky. Calculating profits can be unpredictable, and quarterly payments may feel like too little, too late for a tech who’s used to more immediate rewards. Plus, it’s harder to manage and can create complications if not clearly defined.
Performance Bonus Tied to Going Above and Beyond
This bonus rewards the tech’s overall effort, recognizing them for stepping outside their usual role. It’s a flexible way to say, “Thanks for going the extra mile,” without making it strictly about sales.
The downside is that performance bonuses can feel a little vague. What counts as “above and beyond”? Without clear criteria, the reward can feel subjective, which might lead to misunderstandings or disappointment if the tech’s expectations aren’t aligned with yours.
Recognition in a Company Meeting or Newsletter
Sometimes, a public shout-out is worth more than money. Acknowledging the tech’s efforts in front of the team can be a big motivator, especially for those who thrive on recognition. It also sets an example for others that going the extra mile gets noticed.
However, while recognition is great, it doesn’t pay the bills. If your tech values something more tangible, this might feel like a hollow gesture. Not everyone loves being in the spotlight either—some might prefer their recognition to be a little more low-key.
Split Commission with the Sales Team
Splitting commission with the sales team acknowledges that landing a deal is often a team effort. This way, everyone who contributed gets their fair share, and it fosters collaboration between departments, which can only be a good thing for the business.
But splitting commissions can create tension if one side feels like they did more of the heavy lifting. Sales might feel like they’re losing out by sharing with a tech, and techs might feel slighted if their cut doesn’t reflect their contribution. Managing expectations here is key.
Let the Tech Choose: Bonus or Vacation Days
Giving the tech a choice between a bonus or vacation days puts the power in their hands. Some will jump at the chance for extra cash, while others might prefer more time off. It’s a win-win because they get to choose the reward that best suits their priorities.
The downside is that offering a choice can complicate things, especially if you’re trying to maintain consistency. Plus, there’s always the risk of buyer’s remorse—what if they pick the bonus but later wish they’d taken the vacation (or vice versa)?
