Quotas don’t seem to consider the economic situation, and continue to rise at a pace that can only be accomplished through new customer acquisition. It would appear the strategy is to over quota your more tenured reps while giving something more obtainable to newer reps at a lower pay grade. Newer reps are reporting lower pay at onboarding than their tenured counterparts, and so it would make sense to wash out those at higher pay levels and replace them with “cheaper” workers. I honestly don’t want to leave the company and enjoy what I do, and I make the company about 20x in profits what I’m being paid, that isn’t enough and they continue to ask for more and being unable to continuously get customers to spend more, even in this economy, is the kiss of death.
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@1aed+15cuKJqT your clearly not a Dell sales leader. When you only have 3 accounts and all three of them have had big wins the next 3 years of your life at Dell are a living hell as you will never hit your target again. Accounts suffer, team morale suffers, customer service dissapears. That's the reward for doing well.
This is the Dell way. Chnage patches when your patch becomes a poison challis, it's their loss not yours
My quota was set to manage me out of the business, however a couple of large orders prevented that happening, so they just WFR'd me.
Watercooler "Zoom" talk at it's best. Quotas are not set this way. If your quota is large it is because you seem to over achieve. Customer acquisition is the best way to hit your quota.