Achala Rasal
Product Manager
She has spent her time deeply involved in incentive strategy, observing real-world gaps and working with teams to frame better, scalable solutions. Her focus remains on making incentives not just a backend task, but a powerful tool to drive motivation and performance.
After two years of working closely with product, sales, and customer teams, I’ve come to understand incentive management not just as a function, but as a lever for alignment, trust, and performance. I’ve seen how the right incentive structures—backed by automation and real-time visibility—can transform frustrated teams into focused ones.
What I Believe About Incentive Management
“Incentives only work when people trust them. If representatives are guessing their payouts and administrators are chasing spreadsheets, the entire system is flawed. I believe incentive management should be accurate, visible, and real-time, so every stakeholder knows where they stand. That’s when incentives start to inspire instead of compensate.”
Key Ideas & Contributions
Core concepts and frameworks that drive my approach to incentive automation
Visibility is Non-Negotiable
If a rep can’t see how their earnings are calculated, we’ve already lost their trust. Transparency is the baseline for motivation.
Speed and Accuracy Go Together
Manual processes slow things down and lead to mistakes. Automation isn’t just about saving time—it’s about getting things right, at scale.
One Rule Doesn’t Fit All
No two organizations are the same. I believe in flexible, configurable systems that mold around unique business logic, not the other way around.
Incentives Are Cultural, Not Just Financial
They tell people what matters. They shape how teams behave. I see incentives as more than math—they’re signals of recognition, trust, and priorities.
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