The requirements development stage of implementation is the stage where a business defines what they need their new Sales Performance Management (SPM) system to do. Requirements not only define what the new system will be but also your business will be supported by the technology in the future moving forward. It is essentially creating a blueprint for your implementation team to follow as they build, configure, or install your new system. There are 4 key considerations that should be kept in mind for this critical stage.
- Clearly defined end goals
There are two main directions to take your business when discussing requirements which are ‘lift and shift’ or ‘future state implementation’. Both directions help structure the direction of your requirements.
‘Lift and shift’ is simply put, doing your current system but better. Regardless of how your system is currently running, if there are processes you want to keep, your system can be upgraded or enhanced while adhering to current business processes.
If you are looking for an entirely new system based on the future state of the company, there is another suite of questions that must be asked. What changes are coming down the company pipeline? What new frameworks will be required? These goals must be defined in no uncertain terms, so your implementation can provide you a system that meets your end business goals.
2. A robust and field-tested requirements development process.
It is extremely important to have a comprehensive and proven process for developing requirements. This must include upfront planning and analysis. There should be standardized processes for documenting, reviewing, refining, and verification of the requirements. This standardized approach ensures the requirements team is on track for the quality and time required at this stage.
3. Availability of all critical information and data.
Your implementation needs to comprehensively understand your current compensation business area. What processes are manual? Which are off the books? Which sets of users interact with the system? How do they use it? Make this information readily available to them to help you define the future system. Ensure you have accurate, up-to-date, and complete compensation plan data the new system can support your specific business needs.
4. Stakeholder engagement through the entire process.
The people who are using the system have an in-depth understanding of what is needed from the new system. They understand what currently works best, what needs improvement, and the gaps that exist. It is critical to have subject matter experts and your main system stakeholders engaged at every step of the requirements defining process. As a result, the new system would be more effective in meeting your key business objectives. Additionally, it will be more easily adopted by your sales and incentive compensation management team.
To learn more about implementations and how to prepare for the requirements stage, reach out and speak to our industry experts.