#quota

out of touch or what !?!?

how is the quota so much this month!

Recently a number of colleagues received performance letters that clearly state they need to be 100% for Q2 or they could be subject to termination based on their performance.

Do you think this is a way for MO to downsize the company without having to pay a severance? I don’t buy for one second that he wants to add more sales representatives. We have downsized starting all the way at the top (I.e ZVP’s/Sr. Dir) but the layoffs never really hit sales.

As a rep, it will be open territory season soon. Get your popcorn ready! I feel bad for my manager. I doubt they will backfill the positions. Managers/directors will get stuck with the quota with little to no production coming out of the territory. I am sure they will be pi---d considering they are paid based on percentage of plan.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

A lot of chatter around layoffs, but it seems that they are going to just starve out and fire folks in the B2B Mid Market space. Unattainable quotas, 30 day PIP process, calls for 75% of our time which limits finding real deals within our base. Over 22 years with the company, I cost more than most of my peers. I would be a natural layoff candidate. Would love to hang for a RIF, but I do not think they are ever going to let us go like that when they can get rid of us all free.

Anyone see it differently?

So... I heard through the grape vine that inside sales is getting a 40% reduction in quota for this month... has anyone heard of that and or can confirm...

I hear that KTD managers were told that their local employees need to be in the office a certain percentage of the time. And if the employees don’t hit that that quota the manager must explain why.

This leads me to ask, what is the percent that will trigger the need to report on an employee? And what are the consequences for the employee? Because up to now there has been 0 enforcement of this policy.

What are people hitting quota wise to go to club this year?

What are the thoughts behind this transition? Do you think this is go move or bad move? What are the rumors on how quota is going to be and if we are getting a comp increase decrease or change to salary? Just any more information about this transition would be appreciated. Crazy times right now at Verizon. (Posted this on other VzW thread got no responses sorry)

So if you sell more and advance over 100% one gets penalized. Short and simple summary. So sell to only reach 100% after doing your “8”, then hit the “gate”. If they ask to “Sell”, then be like : HA HAAAAA MOFOS!! 🤣🤣🤣

It's dead

Same quota as November in March?

It's by design, the company is making their money back. If your DM or Sr Director is breathing down your neck, hand them the POS and ask them to show you how its done.

Cuts are coming, and they are going to find any way not to give us severance.

Winners Circle/PCAB is cancelled for the foreseeable future. Dan has a plan, and its to extract every last dollar from the front line. By any means necessary.

Apparently it's a 60% quota and if you don't hit that then you don't get commission. If you get it - specifically 100+ then you get paid a LOT

So what was it prior?

Sorry but, I was in sales for a decade across multiple companies and you guys are complaining about a 60% quota?! If you can't hit 60% then you aren't doing anything at all because that's incredibly easy to hit. Ya'll do realize that most companies have a 90% quota right?

I'd be ecstatic if it was only 60% because you know, I do my job... Those bi--hing about this are the ones that made it possible for this new SCP, btw. They are the ones who Dell is WANTING and HOPING to get rid of.

You think the ISR's who are actually doing their job and are hitting 80+ consistently gaf about this? No, they don't. They are happy because now they are basically guarenteed money.

60% is literally laughable though.

Seems very unattainable, I am in deep trouble as I am only at 18%

Where does everyone else stand?

Leaderboard shows how outlandish quotas are right now. 60+% of the company is struggling to hit. What’s next?

Can someone clarify the upside potential under the new comp plan? With the shift to quarterly targets, is there a meaningful opportunity to over-attain, or does this structure make that less likely?

Reducing account sets by 75-85% but only decreasing quota by 30%….while on the new commish plan that doesn’t pay out if you don’t hit 60%… but hey you get a 25% draw the first two quarters. If you don’t hit 60%, you gotta pay back those draws… make that make sense

So basically they want sales reps working for salary only (no commission) up to the first 60% of your quota. Then you only get paid on the portion above 60%. Does MD personally just ignore the first 60% of revenue that comes in to the company? Ridiculous. Got one of the 10 richest men in the world trying to squeeze people who helped him get there. His company; he started it. He can do what he wants. But not sure how he sleeps at night knowing he's sc--wing the people who continue to pad his pockets. And management is spewing the executive BS line saying that none of us are in sales to underachieve and how we should be motivated by the upside. More BS. There will be a lot of people leaving, which is their goal with this plan. Well done MD and schmedium-size t-shirt wearing JC.

Dell are rolling a target and if you don't do 60% of it you get paid no commission or anything paid in advance is owed back. What is the point in accepting the number! We should only accept it in month 3 if we are over 60%. Is there a difference!

So let me make sure I understand my situation:

I’m being required to come into the office five days a week…
while carrying a quota that doesn’t feel real…
in a role where success depends as much on internal decisions as actual selling…
while helping train the very AI tools that could eventually replace me…
on a low base salary…
doing mostly administrative work and churning quotes…
with little to no company culture…
coworkers I don’t connect with…
no visible upward mobility…
commission that feels more like roulette than performance-based pay…
and management that’s largely absent.

All while knowing I’m effectively stuck here until I land something better.

Mmmkay.

Literally in the Deep South after a major hit of an Ice Storm, AT&T not sending any equipment or accessories! Shelves are bare and nothing to sell, but no quota relief!

Here we are end of January and still no clear direction of what’s ahead of us. RoE’s / Dirty Data, “stay tuned”
After GF all hands call last week… I’m feeling we are about to see a HUGE jump in quota this year.

I will say that I was thankful leadership recognized the cluster F of a rollout this was and making us whole for January was the T-Mobile I remember.

Every year brings new changes but am I the only one who is deeply concerned with today’s announcements of how the company will be restructured moving forward?

MO spent a lot of time trying to explain how Canon has been a company built on revenue and profit. When compared to our competition, he explained how much better we are doing.

The question I have for him is are we? When I wake up in the morning I don’t work hard for Canon, I work hard for me. I made considerably less money in 2025 although my revenue was on par with what I sold in 2019. Granted the GDP goes up 1-5% per year as stated, the ratios of what I sold versus what I made are directly related to one thing. Increased quotas that are unattainable.

To all sales people, he mentioned how the market is shrinking 5-10%. If the market is shrinking, why have our quotas gone up? Simple answer is they don’t want to pay you.

Were you happy with all the promotions they put out to help you sell all the new imageFORCE products? Yeah, I didn’t think so. I don’t trust this company. I don’t trust MO. His example of how a Canon dealer and WTS were engaged in the same account is his way of telling you in the future if that happens and you work for CUSA you will be asked to remove yourself from the deal.

If MO wants to help us, start with reducing quotas and giving us a chance. Secondly, figure out some type of program to help us retain our current accounts.

Takiko in sales planning spoke about how we are landing new business but losing current accounts. Does it really take a Harvard graduate to realize that when you ask your current loyal customers to spend 15%-20% more to upgrade they will go somewhere else.

Let this be the forum for all of us to comment how you really feel.

Laid off a year ago after being there 15 years (EMC brought into Dell). I had a larger quota (20-30 million a half but I will admit I was semi over paid compared to market averages)...but I was lucky and was immediately employed by a competitor a week after posting up my looking for work banner on LinkedIN.

I wasn't replaced by Dell for a while and they finally got headcount or whatever to replace me and they did it with a guy fresh out of college. Turns out they couldn't get meetings or sell anything.

Now here is where it gets funny. Encouraged by his lesdership, the new kid has the nerve to reach out to me and ask me if I can introduce him to my old customers (bear in mind i'm his direct competitor now and he knows this). Absolutely laughable.

That is how they are running things now, I suppose.

I thought on 3M's previous 5-point scale, 4's and 5's had a quota (you couldn't give more than they told you, basically some % of your headcount), and 1's and 2's were a corrective action tool (not mandated in a group).

Is there a forced quota on 1's and 2's with Solventum's new 5-point scale?

This 3M post sounds like managers have to hand out low ratings, and they also switched back to 5 points.
https://www.thelayoff.com/t/1kbec0e8c

Hahahahahahahaha. Don't forget chargebacks also! Merry Christmas!

Heard over 300 more stores will be sold off to agents in the coming year. Polish your resume and get out while you can. They'll either pip you out with these high quotas or you'll be working for an agent.

I thought this guy Dan was about customer and employee first experience. Looks like my experience so far is sh-t. Makes me miss Hans

How are you dealing with it? Because I'm nearing my breaking point.

Survey of 1000 exhausted sales reps says…

Our manager just raised our quota again, like we’ve got unlimited hours in the day. I’m pretty sure he thinks he’s boosting performance, but all he’s really doing is making it impossible to provide decent service. Can he even do that? I know for a fact this isn’t a company-wide change, and it’s not the first time he’s pulled this stunt.

Dell keeps telling sellers, “Don’t worry about your quota, just go all in.” But the truth is, quotas keep climbing, pay keeps falling, and the rules always tilt in the company’s favor.

When will Dell step up and care for the people driving the revenue?

Every quarter a few “token” sellers get held up as proof the system works. The rest are left grinding harder for less, eating ramen while leadership celebrates the outliers. Everyone knows it’s BS.

The question is simple, how long can Dell keep bleeding its own people before something costly takes more precedence?

Norlin is beginning his firing frenzy. He’s getting pressure from KKR and he refuses to take accountability that account alignment was mismanaged, and quotas were improperly set. Some reps need to grow territories 6o7 times previous years revenue, while some make their numbers from standard uplift from one renewal. He’s unquestionably the laziest and most worthless manager I’ve ever seen

Heads are on the line if departments do not meet their "volunteering" hours. Every other day senior leadership in my department is sending emails telling us of opportunities to "volunteer" to meet our quota. On every video conference call it is the lead in and closing point. I wonder who would lose their job if that line of business wouldn't meet the goal? Imagine being laid off because you didn't "volunteer" enough.

Little Johnny and the Magical Quota Machine

Once upon a time, in the fluorescent-lit cubicles of Round Rock, there lived a loyal salesman named Little Johnny. Johnny believed in Dell. He believed in hard work, relationship building, and that if he hit his number, his family would be rewarded. He thought he was building a career.

But Dell had other plans.

Every year, the Magical Quota Machine cranked out a new set of “goals.” Not just any goals, impossible ones. They were cooked up in secret back rooms using storage-heavy quotas that were impossible to hit, and a pinch of Wall Street pixie dust. The numbers weren’t real, but they looked great in PowerPoints for investors.

Johnny’s quota would climb higher than the beanstalk Jack sold his cow for. “Hit this and you’ll be rich!” they promised. But no matter how many laptops and servers Johnny sold, no matter how many multi-million-dollar deals he dragged across the finish line, the Quota Machine always reset to just out of reach. The storage number was 50% of Johnny’s number and that anchor always kept him down.

And the paychecks? Well, those got smaller.

Instead of raises, Dell handed out stock buybacks for shareholders. Johnny’s commission plan was sliced thinner than a Costco sample, while Wall Street gobbled up billions. Michael Dell made headlines. Little Johnny got lunch at his desk.

“Do More with Less,” management said cheerfully, while stuffing Johnny’s unearned commissions into the investor piñata.

Years passed. Johnny missed birthdays, skipped vacations, and answered emails at midnight, all while chasing the carrot at the end of the stick. But every time he thought he had it, the stick got longer.

At review time, HR would smile and say, “Johnny, you did great! Unfortunately, your ‘performance rating’ doesn’t qualify you for a raise this year.” It never did. Raises were extinct. Promotions were rarer than unicorn sightings. But somehow Dell always had enough money to hand executives retention bonuses the size of Johnny’s lifetime earnings.

In the end, Johnny was left holding the empty bag. Years of “unearned” income siphoned from his pocket went straight to investors’. His loyalty and sweat equity traded for nothing more than a laminated badge and some gift cards.

Dell got richer.
Shareholders got richer.
Johnny got… inspire points and a $25 Starbucks Gift card.