MedCity Influencers

It’s Not All About the Money: 3 Reasons Top Salaries Improve Satisfaction

When embarking on a new job search, sales job seekers may be torn between looking for an employer that will offer a fulfilling job, or one that offers a competitive salary. On the one hand, you want to work in a positive work environment and move your career forward. On the other hand, you want […]

When embarking on a new job search, sales job seekers may be torn between looking for an employer that will offer a fulfilling job, or one that offers a competitive salary.

On the one hand, you want to work in a positive work environment and move your career forward. On the other hand, you want more money. It’s the classic for love-or-money dilemma.

But salary and job satisfaction aren’t separate. You can have both.

While we can’t say money buys happiness, we can say that competitive compensation plays a big part in job satisfaction. Employers who offer commission structures that allow talented salespeople to be in control of their income may also offer the most satisfying jobs. Here’s why:

It shows the employer values skills.

Sales employers who offer competitive base salaries and sound commission structures value the skills and experience their employees bring to the table.

A survey of professionals conducted by Harris Poll on behalf of AtTask in June 2014 found that, on average, respondents only spent about 44.5 percent of their time at work on the actual tasks they were hired to complete.

Employers who allow salespeople to determine their own income through an effective commission structure place value on the work you do, and won’t want you to waste your time and theirs on administrative tasks or pointless busy work.

These employers may also be less likely to micromanage your work. If they trust in your abilities, they will be more apt to get out of your way and let you do what you do best.

It means the work environment is effectively structured.

Competitive compensation can indicate an employer with a strong foundation and efficient infrastructure. They have a clear understanding of the company structure, the business, and how to manage their sales employees. They are more likely to have set processes in place that allow the company to run smoothly.

In contrast, those who fail to establish clear practices create major headaches for their employees. Among those surveyed in the AtTask study, 36 percent reported that a lack of process keeps them from completing their responsibilities.

Just as top-paying companies trust their employees to excel in their positions, you can trust the employer to understand what works best for the business and their employees.

It can make the work more engaging.

A competitive salary and commission structure could also mean a more engaging and fulfilling career.

According to Gallup’s State of the American Workplace report conducted from 2010 to 2012, 70 percent of workers aren’t engaged in their work. But a sound commission structure could motivate you to be more engaged, increasing your overall job satisfaction.

In a study published in the January 2014 issue of the Journal of Social and Educational Research, researchers looked at the effects of intrinsic and extrinsic motivational factors on job satisfaction among sales professionals. They found that rewarding sales employees for good work with material items is an indicator of extrinsic motivation that influences job satisfaction.

In other words, financial rewards for your hard work could motivate you to perform better, engage more in your work, and make you happier with your job. In fact, MedReps.com’s 2014 medical sales salary report found that, as the salaries of medical sales professionals increased, their job satisfaction also tended to increase.

An effective commission structure could serve as the push you need to improve your skills, work harder, and ultimately advance your career.

What do you think? Is it possible to find a job that is satisfying and pays well?

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