Retail incentives: every number has a reason
Store employees see on their phone what to do today to get closer to target, what each action earns and the answer to “how was this amount calculated?”. Management simulates the budget in advance and versions every rule.
Period target
Recent activity
Incentive pay should be as clear as a bank statement: every line shows its date, basis and calculation; a disputed line is never deleted, a correction is added instead.
Trust comes from this chain: the statement line leads to the explanation, the explanation to the rule version, the rule version to the person who published it.Not just revenue, the whole job
Ready-made rule templates for retail, combined by campaign, product group, time window and job title. The figures are examples; you design the scheme.
Sales and revenue
Revenue rate, points per product or product group, points per unit.Example: a 1% revenue rate on a ₺1,240 receipt → 12 points; sales under ₺100 don’t trigger it.
Basket and outfit
A complementary item alongside the main product; the number of different categories in the basket.Example: 2 categories +3, 3 categories +8, 4 categories +14; 5 items from the same category earn no bonus.
Campaign and time
Day, time, date and campaign conditions can be added to any rule; accelerators for slow-moving stock.Example: 1.5x on selected products between 15:00 and 19:00; not applied to a sale at 14:55.
Target tiers
A multiplier based on the percentage of the period target; seniority or location multipliers.Example: 100% → 1.00x, 110% → 1.25x, 120% → 1.50x.
Operations
Till declarations made on time and without errors; speed and accuracy of ship-from-store orders.Example: an error-free declaration before 11:00 the next day +5 +3; a missed declaration brings no automatic penalty.
Customers
New customer sign-ups with consent; a customer satisfaction band for the period.Example: average ≥ 4.5 → +6; at least 5 responses are needed, and a low score is a coaching signal, not a penalty.
Team and support
A share of the incentive for assisted sales; a team pool from store revenue.Example: on a 100-point sale, the seller gets 80% and the helper 20%; the revenue stays with the seller.
Learn, apply, earn
Product knowledge cards and short tasks; applying what was learned in a real sale for the first time.Example: outfit task +5, first outfit sale within 14 days +8.
There are gate rules too: a sale made outside a shift counts towards store revenue but not towards personal incentives, so no one is pushed into unnecessary overtime for incentive pay. If the minimum number of working days isn’t met, the line is set to zero and the reason appears on the statement.
Ayşe’s day: every sale’s reward in her pocket
Ayşe, a sales associate in the Kadıköy store, sees her incentive step by step during the day, not as a surprise at the end of the month.
Daily overview
On the My incentive screen: yesterday’s points, 87% of the period target and what’s left to the next tier.
Outfit sale
Jacket, trousers and scarf: product +10, outfit +5, basket +8, multiplier 1.10x → +24 points.
Support
The manager proposes a 20% share for the support she gave on Mehmet’s sale; Ayşe approves with one tap.
Campaign hours
Slow-stock card: 1.5x on selected products until 19:00. She simulates “What if I sell ₺8,000 more?”.
Partial return
A ₺520 return from the morning receipt: a −10 point correction line, calculated with the original rule version.
“How was this amount calculated?” answered in one tap
- My incentive screen: today’s points and ₺, period target, next tier, contributions awaiting approval
- How was it calculated: source receipt, rule lines, multiplier, cap reductions, rule version and corrections
- Stretch target: an associate who hits target can choose a higher one; missing it brings no penalty and the tier reached is kept
- Objection: raise an objection straight from the line; the outcome appears as a separate correction line
One engine, different store realities
Rules are built from templates; a department store’s floor layout and a single-category chain’s rhythm are not the same. The schemes below are examples.
Department store
An associate in cosmetics sends a customer to the shoe department. The sale and revenue stay with shoes; the support share goes to the cosmetics associate. Department targets and the store target are tracked separately.Cross-department assisted sales · department and store targets
Fashion chain
Outfits with jacket, trousers and accessories; a size swap from the fitting room doesn’t lose the sale. When an altered item is handed in, the customer is told the estimated ready date; the satisfaction band measures this.Outfit · basket variety · customer satisfaction
Footwear and accessories
Care products, a bag or a belt alongside shoes; slow-stock hours at season change. Product knowledge cards and short tasks help the team learn a new line fast.Product points · slow stock · learn and apply
Cosmetics and personal care
Knowledge cards for a new line, sales after sampling and loyalty sign-ups with consent. The loyalty contribution gives a small share to the associate who signed the customer up, even if the customer later shops at another store.Customer acquisition · loyalty contribution · knowledge card
Selin’s day: getting the team to target and staying fair
Store manager Selin sees only her own store; the regional manager sees the region. This boundary is enforced on the server, not just on screen.
Team board
96% of the store target; who is on which tier and what each person has left. Cost and margin never appear on mobile.
Assisted sale
She proposes 80% / 20% for Ayşe’s contribution to Mehmet’s sale; both sides approve. If she gives herself a share of a sale, a higher-level approval is needed.
Campaign reminder
She announces the slow-stock hours set by head office; the campaign appears on everyone’s screen with the same rule.
Objection
An associate’s objection arrives as a request; the decision is never a deletion, it is a separate correction line.
Integrity signal
Patterns such as sales dropping right after a target is hit go to the coordinator’s review queue, not to a penalty.
A coach for the team, not a referee for the rules
- The team’s target progress and contributions awaiting approval on one screen
- Assisted sale share proposals; if rejected or expired, all points stay with the seller
- Negative point proposals are never automatic; they need coordinator approval
- New employees are left off the overall ranking for their first 30 days; helping others never lowers your rank
It suggests what can be done; the rules calculate what is earned
The recommendation engine looks at sales, basket, stock, campaign and target data, and tells the right person the next step at the right moment. The first version is rule-based. Points and incentive pay are always calculated by the rule engine.
- Why me? Every recommendation states its reason; the employee sees why they were chosen
- No promises: figures are “potential” or “estimated”; points are calculated when the sale happens
- Measured: a daily notification limit and quiet hours; no notifications on leave or outside shifts
- Targeted: a slow-stock recommendation goes only to stores that hold that product
- Data stays protected: personal and financial data is not sent to the AI model
Period target
My opportunities
To whom, when, and what does it say?
The texts are examples; triggers and limits are set to your company’s scheme.
Why? Distance to the period target and days remaining.
Why? Your rate of adding ties and belts is 30% below the store average.
Why? Head office opened the campaign; the product is in stock only at your store.
Why? The department’s weekly target and the active campaign; the same recommendation goes to everyone in the department.
Why? Recent declarations had missing documents; the next correct declaration earns operations points.
Why? You hit your target before the period ended; the choice is optional and missing it brings no penalty.
Why? Team score dimensions; summarised by area, not by person.
Why? Actual ₺1.18 million, period-end estimate ₺2.16 million.
A rule draft and test case are prepared from the sentence; before publishing it still goes through the mandatory simulation.
Motivation that goes beyond money
Stretch targets, team games, knowledge cards and badges; all designed to put team success first and never penalise those who help.
Stretch targets: hitting target doesn’t mean stopping
Ayşe completes her ₺750,000 period target on 22 September. Two options appear on her screen: +10% or +20%. She picks +10% and passes ₺825,000 too; then she picks +20% and the period closes at ₺872,000.
- Multiplier applied: the highest tier completed, i.e. the ₺825,000 level
- A missed extra target brings no penalty; there is no step back
- The choice is deliberate: it can’t be undone, and the screen says so clearly
Your choice can’t be undone. If you miss the new target there is no penalty; the multiplier of the highest tier you completed applies.
Games the whole store wins, not one person
Outfits Together
The store’s weekly goal is 50 verified outfit sales. Everyone who learns the product card, completes the matching task and helps with a sale gets a contribution.The same sale isn’t counted twice towards the team goal; support contributions are recorded with both sides’ approval.
Product Knowledge Relay
Each role solves a different mini task: till card, product card, operations sequence. The next baton opens when the previous one is done.The fastest person can’t take the whole task alone.
Store Shared Unlock
Verified tasks from different categories fill a shared progress bar; a second contribution from the same category counts for less.No single person can unlock it; the reward is a team experience.
From knowledge card to real sale
A short three-card guide to the new season’s wool coat line: “Fabric and fit”, “Pair it with”, “Try it now”. Then a 15-second task: scan a coat on promotion and a matching scarf.
The product manager sees the training’s effect on sales in a before-and-after report. Speed earns no extra points; the aim of the task is the right match.
- Read the card0 points; a knowledge card alone earns no points.
- Completed the task15-second outfit task: +5 points.
- Applied it in a real saleFirst sale of the related product within 14 days: +8 points.
- Grew the outfitCross-sell with scarf and gloves: +12 points. Total +25.
Recognition with clear rules
First Step
First verified training and first proof of applying it.
Product Expert
80% or more in a category test, applied in a real sale; bronze, silver, gold.
Team Supporter
Approved support contributions with different teammates.
We Did It Together
The full team target with at least 70% of the team taking part; a team badge.
Badge images show no names or amounts; a badge alone never triggers a payment. Contest scoring doesn’t come from revenue alone; for example, a final-week contest might weight sales 60%, outfits 20%, customers 10% and operations 10%. Similar stores compete in the same league, and rewards are budgeted and announced in advance.
Today rules recommend; tomorrow it anticipates the rhythm
The next stage of the recommendation engine is to forecast targets and opportunities by reading past sales rhythm, shift plans, store traffic and season together. Forecasts will be explainable and stay independent of the incentive engine: earnings are still calculated by the rules.
- Personalised stretch targets: for those who finish early, a higher target suggestion with its likelihood of success
- Smart target allocation: the system proposes how to split the store target across people; the store manager approves
- Opportunities by traffic and shift: the right recommendation to the right person in the right department at busy hours
- Every forecast with its reason: it states what it’s based on and never promises an amount
Shaped together with early-access companies
The ideas below are on the design table. We’ll decide which come first together with the needs of the pilot stores.
- Mentor and new-joiner route: the mentor’s task and the new employee’s own sales count together
- Stock detectives: find an in-stock product, learn about it, turn it into a real sale
- Knowledge duel: a 5-question duel; points go to the team pool and the loser gets the related knowledge card
- Thank-you tokens: everyone has 3 tokens a week, given with a reason for real help
- Shift handover: the closing shift leaves a “store ready” list, the opening shift checks it; both shifts share the points
- Captain of the week: rotating team captaincy
- Store cup: a handicapped league between similar stores; the reward is a team experience
- Team coaching panel: score dimensions, distance to target, pending approvals and one-tap reminders; a 10-minute daily routine
- Customer satisfaction coaching loop: a knowledge card instead of a penalty for low scores, measured again two weeks later
- Smart target allocation: the system proposes, the manager approves
- Inter-regional league: normalised points across similar store groups
- Reward catalogue and employee wallet: budgeted rewards announced in advance
- Shared unlock reward: a reward from the team experiences catalogue
- Instant task wizard: quickly set up a mini task for a campaign
- A/B testing for recommendations and tasks: measure which recommendations work
- Celebration post: share achievements on the internal social feed
- Knowledge card draft: a three-card draft from a new product record, with human approval
Versioned rules, a predictable budget
Rule designer
Rules from templates; before publishing, a mandatory simulation on past-period data: total incentive, percentage difference, staff affected, budget usage. Publishing permission is separate.
Budget and what-if
The period budget is simulated before publishing; overrun risk shows before the campaign ends. Past transactions are never recalculated with a rule changed later.
Immutable ledger
Every line carries its rule version; corrections are added as reversing entries, and manual corrections need dual approval. Final incentive pay is transferred to payroll.
Built on top of existing Yetkin modules
Sales and returns come from the ERP, shifts from time and attendance, till declarations from till control. Final incentive pay is transferred to payroll; objections run through request management. No new data entry is needed.
- An event arrivesSale, return, shift, till declaration; the same receipt never produces incentive pay twice.
- Rules are appliedBase points, product and basket bonuses, tier multiplier, caps.
- Written to the ledgerAn immutable ledger; every line carries its rule version and no reduction is silent.
- The period closesApproval, transfer to payroll and the employee statement.
The rules of fair play
Review, not penalty
The only automatic negative entry is a return. A suspicious pattern goes to the coordinator, not the employee.
No silent caps
If a cap was applied, the statement says so; employees see what was limited and why.
Privacy
Rankings are team-level by default; individual amounts are never shown to anyone without permission, and customer data is masked.
AI explains
It summarises the calculation in plain language and offers recommendations; it produces no amounts, triggers no rules and decides no rankings.
Become one of our pilot stores
The incentives engine is in development. Retail chains that join the pilot programme help shape the scheme around their own rules and are the first to use it.
- Your current incentive scheme turned into rules
- Shadow mode first: measurement without showing incentives
- A pilot in 2–3 stores, then roll-out
About retail incentives
When will it be available?
The engine is in development and will be rolled out together with pilot stores. Fill in the early-access form and we’ll share the timeline with you.
How does the pilot work?
It starts in shadow mode: ERP data flow and calculation accuracy are measured without showing incentives to employees. Then comes a pilot in 2–3 stores, followed by roll-out.
Is the incentive paid in ₺ or in points?
Both can be used: some rules produce an amount directly, others give a share of a points pool. We decide together which to use where, based on your incentive scheme.
Does AI calculate the incentive?
No. The calculation is rule-based and always gives the same result. AI only explains the calculation in plain language and suggests rule drafts; it never produces the amount.
If a rule changes, do past incentives change?
No. Every entry carries the rule version it was calculated with. A new rule applies only to transactions after its publish date; even a return is corrected with the original rule version.
What happens with a return?
The original line is not deleted; a reversing correction line is added. The employee sees both together on their statement.
Can employees see others’ incentives?
No. Rankings are team-level by default; individual amounts are never shown to anyone without permission. A store manager sees only their own store.
What about sales outside the store or outside a shift?
A sale outside a shift counts towards store revenue but not towards personal incentives. A flexible tolerance window can be set. The aim is not to encourage unnecessary overtime for incentive pay.
Do games and badges turn into incentive pay?
No. Game points and badges are for motivation; they don’t convert into ₺ or incentive points. Contests with prizes are defined separately and openly, with their own rules.
Which ERP does it work with?
Sales and returns data comes from your ERP; a Nebim connection is planned for the pilot. The integration layer is the same for other ERPs.
Is the recommendation engine AI?
The first version is rule-based: defined triggers (distance to target, outfit rate, stock, campaign) produce the recommendation. Yetkin Sales Coach explains the reason in plain language; points and amounts always come from the rule engine. Predictive recommendations based on past rhythm, shifts and season are part of our vision.
Won’t games make competition between employees harsher?
Games put team success first: shared goals, shared unlocks, role-based tasks. There is no public list of failures, speed alone earns no points, helping never lowers your rank, and new employees start in a starter league.
Can it be used for B2B partners too?
The same engine was also designed for partner payouts; the first stage is retail.
Let’s review your incentive scheme together.
Bring your current incentive table; we’ll work out together how it would look in Yetkin.