The percentage of commission distribution between leaders and employees is not necessarily the same. The specific proportion depends on the company's system, task distribution, performance goals and other factors.
In some cases, the commission ratio of leaders and employees is the same. For example, in the distribution of sales performance of some teams, the commission is calculated according to the total number of shared commissions and the individual sales contribution of employees. The commission ratio of leaders and ordinary employees is the same.
However, in other cases, the percentage of commission between leaders and employees may be different. For example, in the system of some companies, leaders need to take more responsibilities and risks, so their commission ratio may be higher than that of employees.
In addition, the specific percentage of commission distribution may also be affected by such factors as task allocation and performance objectives. For example, if the leaders of a sales team undertake more sales tasks and goals, their commission ratio may be higher than that of employees who only undertake general sales tasks.
Therefore, the percentage of commission distribution needs to be specifically formulated according to the company's system, task distribution, performance goals and other factors to ensure fairness, reasonableness and motivation of employees.
