Q01
Message
All templatesEmployee & HR
Sales Compensation Plan Clarity and Fairness Survey
Measures whether reps understand how they're paid, whether quotas feel attainable, and how the comp plan shapes day-to-day selling behavior — built for sales leadership and RevOps. An AI follow-up reconstructs the specific moment a rep's trust in the plan was tested, going deeper than a top-line fairness score.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
15 questions · ~8 min
Q02
Opinion ScaleRequired
How clearly do you understand exactly how your commission or bonus is calculated?
Scale: 1 – 5
Min:Not at all clearlyMax:Extremely clearly
Q03
Multiple ChoiceRequired
Based on the last full quarter, how attainable was your quota?
- Unattainable even with strong effort
- Attainable only with exceptional performance
- Attainable with consistent, solid effort
- Easily attainable
- Not sure / no fixed quota
Q04
MatrixRequired
How much do you agree or disagree with each statement about your current comp plan?
5 rows × 5 columns
- It rewards the behaviors that actually drive revenue
- My quota was set using data relevant to my territory or accounts
- Top and average performers see meaningfully different payouts
- I trust that commissions are calculated and paid accurately
- It's comparable to what peers in similar roles are paid
Columns: Strongly Disagree · Disagree · Neutral · Agree · Strongly Agree
Q05
Rating ScaleRequired
Overall, how would you rate the fairness of your current compensation plan?
Range: 1 – 5
Min:Very unfairMax:Very fair
Q06
Opinion ScaleRequired
How motivating is your current plan to push past quota, rather than just hit it?
Scale: 1 – 7
Min:Not motivating at allMax:Extremely motivating
Q07
Best–Worst Trade-off (MaxDiff)Required
Which of these has the biggest effect on whether you see the comp plan as fair?
- How the quota-setting process works
- Speed and predictability of payout
- Mid-year changes to the plan
- Clawback or chargeback policies
- Accelerators and decelerators at plan thresholds
- How territories or accounts are assigned
- How my payout compares to peers'
- How clearly the plan is communicated
Pick best & worst per setBest:Affects my sense of fairness the mostWorst:Affects my sense of fairness the least
Q08
Multiple ChoiceRequired
In the last 12 months, how many times has your plan's structure, rates, or quota changed?
- Not at all
- Once
- Twice
- Three or more times
- Not sure
Q09
AI Interview
Reconstruct one specific, recent situation where the respondent's trust in the comp plan was tested — for example a deal, a payout, or a quota conversation. Ask what happened, what they expected versus what they got, and how it changed how they sell or whether they'd recommend the job to a peer. If they rated the plan as fair overall but flagged a low-agreement item in the statement battery, probe that specific gap directly.
Q10
Long Text
If you could change exactly one thing about the comp plan, what would it be and why?
Q11
Message
Just a few quick background questions to help us compare results across teams — all optional.
Q12
Multiple Choice
What's your current role level?
- Individual contributor
- Team lead
- Manager
- Director or above
- Other
- Prefer not to say
Q13
Multiple Choice
How long have you been in your current sales role?
- Less than 6 months
- 6-12 months
- 1-2 years
- 2-5 years
- 5+ years
- Prefer not to say
Q14
Multiple Choice
Which segment do you primarily sell into?
- Enterprise
- Mid-market
- SMB
- Other
- Prefer not to say
Q15
Message
That's everything — thank you for the honest answers. Responses will be aggregated and shared with sales leadership and RevOps to shape the next round of plan design.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
Why this template
What this template is built to do — we found no directly comparable template from other survey tools to review.
What sets it apart
- Uses an AI follow-up interview block that reconstructs a specific recent moment when a rep's trust in the comp plan was tested, going beyond a single fairness rating
- Pairs quantitative measures (rating-scale on pay-calculation clarity, rating on overall fairness, matrix agreement statements, best-worst trade-off on fairness drivers) with qualitative depth
- Includes segmentation questions (role level, tenure, sales segment) so RevOps can compare results across teams
- Captures behavioral context — quota attainability over the last full quarter and frequency of plan changes in the last 12 months — not just sentiment
Frequently asked questions
What questions are in the “Sales Compensation Plan Clarity and Fairness Survey” template?
The template includes 15 ready-to-use questions, starting with: “Thanks for taking a few minutes on this. We're reviewing the comp plan and want to hear honestly how clear, attainable,…” · “How clearly do you understand exactly how your commission or bonus is calculated?” · “Based on the last full quarter, how attainable was your quota?”. The full set is previewed above, and every question is editable.
How long does this survey take to complete?
Respondents typically finish the 15 questions in about 8 minutes.
Can I customize this template?
Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.
Is this template free to use?
Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.
Related templates
More studies on similar topics.
Employee & HR
Sales Training Effectiveness & Ramp Confidence Survey
Measures whether sales training actually changes behavior in live deals — skill application frequency, content relevance to real customer situations, and rep confidence in reaching full ramp — with an AI follow-up that reconstructs a specific deal instead of relying on self-rated satisfaction with the training.
View templateEmployee & HR
Employee Salary & Compensation Fairness Survey
Measures how employees feel about their pay, benefits, and the process behind raises — covering satisfaction, market comparison, and priority trade-offs between compensation elements. An AI follow-up interview digs into the specific reasons behind fairness or satisfaction scores, especially where perceptions of pay and market value diverge.
View templateEmployee & HR
Software Sales Rep Satisfaction & Retention Survey
Measures how software sales professionals (SDRs, AEs, AMs, sales engineers, managers) feel about quota attainment, compensation, tools, and career growth — with an AI follow-up that digs into the real reasons behind their loyalty score instead of a generic satisfaction number. Built for sales ops and RevOps leaders benchmarking role health and flight risk.
View templateEmployee & HR
Pay Increase Fairness and Impact Survey
Captures how employees actually experienced their most recent pay increase — whether it felt fair, how it compares to expectations, and what should drive future raises — with an AI follow-up that digs into the reasoning behind fairness and retention ratings. Built for HR and compensation teams evaluating a recent pay cycle.
View templateEmployee & HR
Pay Transparency & Compensation Fairness Pulse
An employee pulse survey measuring perceptions of pay clarity, fairness, and communication quality. Designed for HR and People teams seeking to identify compensation transparency gaps and prioritize total rewards improvements.
View templateEmployee & HR
Sales Leadership Effectiveness Feedback Survey
Captures how sales reps really experience their leadership team — coaching cadence, trust in strategy, pipeline support, and willingness to recommend the leadership approach to a peer — with an AI follow-up that digs into the specific behaviors behind each rep's score instead of settling for a number.
View template