To Pay Commission or Not? How Floral Companies Are Structuring Sales Compensation in 2025
When it comes to commission or not to commission — that is the question.
A question we often receive from all sectors of the floral industry is: Should we include commissions, and how are others doing it? So, here’s our take based on what we’re seeing across the market.
Whether you’re a wholesaler, grower, distributor, or florist, the way you structure your sales compensation can make the difference between a motivated, growth-driven team and one that simply takes orders.
At Pollen Talent, we’ve seen firsthand how compensation models can shape company culture — and ultimately define your long-term sales growth.
The Many Ways to Pay: Common Models in the Floral Industry
The floral industry is unique — part relationship-driven, part sales-hustle, and part creativity. That’s why compensation models vary so widely across the supply chain.
1. Hybrid Model (Base + Commission)
- Mainly seen in wholesalers, distributors, and growers
- This balanced model offers stability with upside potential.
- A common setup for a floral sales executive might look like: $55,000+++ salary + 1–2% commission on annual sales.
- This works well for experienced reps managing $3–5+ million in business annually — keeping them invested in growth while ensuring consistency for your customers and encouraging them to prospect for new ones.
2. Smaller Base, Higher Commission
- For mid-level representatives still building their book of business, some companies opt for a smaller base — such as $45,000 plus a 1–3% commission.
- This model rewards effort and encourages outreach. It’s ideal for wholesalers and distributors expanding into new territories or product lines.
- Once reps reach certain revenue milestones, their commissions or base pay can be adjusted — giving them clear incentives to drive growth.
3. Straight Commission or Draw
- Some companies prefer the traditional route — no salary, just a draw + 2–8% commission, depending on volume.
- This setup attracts seasoned reps with confidence, existing contacts, and a proven record of selling millions in flowers.
- However, this approach can be harder when hiring new talent — unless you’re passing on an existing book of business. In that case, it can be a win-win for both sides.
4. In-Store Commissions for Florists
- For florists, commissions are less common — at least for now. Most flower shops operate with hourly pay or fixed wages, focusing on design and service rather than structured sales.
- However, it’s something worth thinking about. Even a performance-based bonus system — such as small spiffs (flat bonuses or percentages) for selling featured designs, upgraded vases, or add-on products — can spark motivation and move inventory faster.
- These small incentives can create healthy competition among associates while increasing average ticket size. As more retail florists look for ways to improve profitability, performance-based pay models may become a growing trend in the years ahead.
The Real Question: Order-Taking or Sales Culture?
Before you decide on your structure, ask yourself: “Do I want my team to take orders, or do I want them to create sales, bring in new customers, and drive growth?”
That question alone determines your answer.
If you want an order-taking culture, then build an order-taking system and process — one focused on consistency, accuracy, and efficiency. But if you want a sales and growth culture, then you need to drive motivation.
If you’re a manager, think back to your own days in sales. What drove you? What made you push harder? The answer is usually simple — the opportunity to earn more through performance.
So the real takeaway is this: You need a sales culture, system, and process to increase sales — not an “order-taking, reach-your-goal-or-else” mindset. That pressure-based approach may work for some, but it rarely builds loyalty or long-term success.
Now you might ask, “How do I go from no commission to commission without losing money?”
The truth is, you won’t lose money — if it’s structured right.
There are opt-in and gradual ways to introduce commissions that benefit both the company and the employee. The goal isn’t to simply give away money; it’s to create an opportunity for employees to earn more through performance, while the company grows alongside them.
But it all starts with having a system, structure, and vision — a plan that defines what success looks like and how everyone wins together.
Commission Creates Ownership, Accountability, and Growth
Paying commission doesn’t just boost sales — it builds culture.
A well-designed commission and Salary balanced and fair plan turns sales reps into partners in growth. It encourages creativity, independence, and accountability — especially in a fast-moving industry like ours.
When a rep says, “If I sell more, I earn more,” you’ve already built a self-motivating team.
That mindset creates focus, not fear — and inspires action.
Not One-Size-Fits-All (And That’s Okay)
This isn’t a hard rule. Some systems work for some companies and not for others. Many employees value the security of knowing exactly what they’ll earn each month and prefer to keep things status quo. Others love commissions and the challenge (and upside) that comes with performance-based pay.
We’re not recommending commissions for everyone. Your choice should factor in profit margins, expenses, growth stage, and culture. But if you’re asking, “How can I increase floral sales?”—and you’ve been doing the same thing for years—it might be time to test something new. The number one is keep it fair- that is how the team stay motivated and feal appreciated.
Have you lost a few team members to higher pay? That’s a signal to re-evaluate your model.
A smart way to test (opt-in, gradual):
- Pilot commissions with volunteers on the team first.
- Start with add-on incentives (standing orders, new accounts, product mix targets).
- Use a threshold model (commission kicks in after covering base costs).
- Review results at 90 days, then refine and expand.
Compensation Reality Check: For Candidates and Employers
For candidates (career mobility tip): If you’re earning $80k total (for example, $50k base + commission), don’t expect a new company to pay the same total on day one — especially if those commissions were earned at your previous company. Unless you’re clearly underpaid, be realistic about the transition. A smart approach:
- Instead of $50k + 2% commission ≈ $80k, consider $65k base + 1–3% commission with room to grow as you build new business.
- This structure gives you the flexibility to scale up as you prove yourself within the new company.
For employers (pay for this performance): Compensation plans should reward measurable results in your company, not past wins elsewhere. Protect your profitability with:
- Ramp periods (reduced goals in the first 90 days).
- Tiered commissions (higher % after hitting margin thresholds).
This balanced approach keeps your offer competitive while ensuring you’re paying for real, current performance — a best practice top flower industry recruiters recommend.
FAQs About Commissions
Do commissions always increase floral sales?
Not always. In the floral industry, commissions work best when goals, margin and thresholds,—and when sales training, marketing support, and qualified floral leads are part of the plan. When managed correctly, commission systems can drive consistent performance across wholesale, grower, and floral distribution teams.
How do we roll out commissions without losing margin?
Start with an opt-in approach using volunteers or a small pilot team. Set clear thresholds to cover your base costs, then review progress at the 90-day mark. As margins and performance improve, you can adjust commission tiers accordingly. The goal is always to build a plan that benefits both the floral company and the sales rep — something we often help structure as flower-industry recruiters.
And one important principle: never reduce a rep’s existing earnings. Always balance the plan so they maintain their current compensation while gaining the opportunity to grow. This should feel like a positive step forward — an incentive and an opportunity, not a loss.
What’s a fair commission rate for wholesale flower sales reps?
For most wholesale floral industry careers, commission typically ranges from 1–5%, depending on margin, territory size,salary, and annual volume. Companies can reward growth by tying higher tiers to profitable mixes, new accounts, or increased standing orders/weeklies. These models help retain motivated reps and attract new talent to the flower industry.
Can florists pay commissions to designers or associates?
Yes—many retail florists already use spiffs or performance-based bonuses for selling add-ons, upgraded vases, and featured floral designs. Even a small incentive can increase average order size and move seasonal inventory faster. This approach is becoming more common in flower shops focused on improving profitability and staff motivation.
The Bottom Line
Yes, you can pay a solid salary. But without incentives, you risk losing your sales team motivation and losing employees to companies that offer more pay.
At the end of the day, the right answer depends on your model and company culture.
If you want growth, motivation, and long-term loyalty, commission is your ally.
Because in this business, sales are the lifeblood that keeps flowers (and your company) blooming.
These are just suggestions — if you have questions about sales structures or floral industry careers, feel free to reach out. We’d be happy to chat and help you benchmark your team’s compensation strategy.
About Pollen Talent
Pollen Talent is the only recruiting agency built exclusively for the floral industry, connecting top talent across growers, wholesalers, distributors, importers, and florists.
We understand floral industry careers because we’ve lived them, and we know what motivates top performers.
Looking to build a stronger, more inspired sales team? Visit Pollen Talent — the trusted flower industry recruiters helping your business bloom. Explore our Pre-Vetted Candidate Program for fast, reliable access to top floral talent.
