Compensating one's sales force presents challenges, because rewards must be extremely competitive in nature and should provide adequate incentives to motivate employees to do their best. This paper explores ways of developing salesforce compensation mechanisms for sustainable competitiveness in the financial markets. Data were drawn from one hundred and twenty sales managers and three hundred and eighty salesperson making a total of five hundred respondents, selected from money deposit banks in Nigeria. The results of the study shows a strong influence of compensation mechanisms on salesforce performance and also, that amongst the measures of compensation mechanisms, that salary plus commission and bonus, impacts significantly on sales performance. Based on the findings, the study concludes that salesforce compensation mechanisms enhances sales, build salesperson long enduring relationships with employers and provide adequate and sustainable competitiveness. We recommend that money deposit banks in Nigeria financial market should develop good salesforce compensation mechanisms that will enhance sustainable competitive strategy in the market place. I. Introduction The link between Salesforce Compensation and Competitiveness is undoubtedly increasing in research, and debate among scholars and practitioners; especially with the unprecedented roles, benefits and expertise salesforce accrues, and the increasing salesforce switch from firm to firm. Though salesforce provide the firm with gains of selling, closing sales, interactive contact and ambassador of the company, also create avenue for building long term customer relationship, and of recent, a crusader of moving/bringing customers to other firm as the salesforce switch; but their compensation and motivation is treated with high degree of levity. Firms have now seen salesforce compensation as a new strategic window for competitive advantage in the fast response organization (Belmount and Dickson, 2009). Many salespeople now move horizontally or vertically in the industry for quest of better and higher compensation. Traditionally, compensation methods has been straight salary and, or straight commission which has limited the potential to drive competitiveness. However with the increasing high rate of switch, intense competition, retention challenges and the need to build competitive edge, firms have challenges of devising out new ways and the right mix of compensation methods: salary, commission, drawing account, bonuses, profit sharing, indirect monetary benefits, and expenses of motivating and building salesforce compensation so as to drive competitiveness. Therefore, this paper explores optimal ways of salesforce compensation method in the fast response organization.