Interested to know everyone's opinion of the new comp plan.
Call out the specifics you dislike.
52 replies (most recent on top)
@es Finance will cap your commission.
@db My manager was reciting that canned sh-t that the executives are telling them to say. "No one is in sales to underachieve. We have a great opportunity in front of us. We need to develop a strategy to close deals sooner". blah blah blah. I seriously don't know how management says it with a straight face. And then they continue to flood us with executive emails telling us how excited they are about the new year and what an opportunity we have. Yeah, for them. The execs will get more. The worker bees will get less.
O crooked E! Thou calligraphic crime,
Thou cursive curse upon appraisal time.
Thy arc defies the laborer’s true worth,
And bends all fairness clean away from earth.
It feels like slave labor attached to temporary confinement. God help us.
Yeah and sales managers at Dell are about as worthless as a fa-t in a hurricane.
How can anyone work there with a straight face knowing they are treating their people like this?
E. All of the above!
GTFO! Don’t fall victim!
Corporations often "rob Peter to pay Paul" by diverting funds from one area to cover obligations elsewhere, a practice that frequently manifests in compensation strategies to satisfy Wall Street. This includes using operational cash for high executive bonuses, delaying worker pay for shareholder dividends, or using new investor funds to pay returns to existing investors, similar to Ponzi schemes.
How Corporations Do It with Compensation:
Prioritizing Executive Pay: Companies may divert resources intended for long-term investments, maintenance, or employee raises toward high-value executive stock options and bonuses to boost short-term stock prices.
Dividend & Buyback Funding: Firms might take on debt or reduce staff compensation/development budgets to fund stock buybacks or dividends, which satisfies shareholders ("Paul") at the expense of long-term corporate health ("Peter").
Cash Flow Mismanagement: Similar to contractors diverting funds from one project to another, corporations may use cash earmarked for taxes or vendor payments (Peter) to cover immediate payroll or executive compensation needs (Paul).
Short-Termism: Corporate management may sacrifice employee compensation or investment in innovation (long-term value) to meet short-term earnings expectations, boosting the stock price in the immediate term.
What can we do?? What happened to integrity and morals of this company?
Best pay plan in years. I’ll finish on 783% which will pay me $1.56m. Not bad for a guy from Alabama with no college edukasuan
I’ve got to hand it to the Comp Team and leadership that signed off on it - putting this plan together and pushing it out has GOT to be one of the most sadistic things they’ve done to date.
B-A-VO.
Quotas have been beyond laughable for years, based on some other outer space reality.
The gas lighting is unimaginable, saying that the comp plans are still paying the same amount in total, in aggregate.
Saying that morale being at an all time low is also somehow our fault & responsibility to fix.
The list goes on and on. It’s disgusting, shameful, vile and thievery - all of which we’ve sadly come to expect.
Leaders ignore all of our complaints about the new comp plan
Sales is the biggest fu--ing joke at Dell! What a miserable place to work!
@eb Ask how much attrition they expect from this!
I am joining to see if someone brings it up.
I got paid out at 378% blended last year. With the new comp plan I only would’ve been paid out at 428%.
The risk vs reward just isn’t there. The sales floor is just deflated. Even if you hit 90% attainment you only get paid at 75%
@e8 I meant the chat/q&a assuming it’s open. Will it be fireworks or knee pads.
@e7 No. Those are scripted.
I wonder if people will be speaking up on the NA Sales Town Hall starting soon?
@dx lol found the dork that's super mad he's never cashed a $40k commission check
do away with commission,your salary is good enough. I mean your not rocket scientists. work harder if you excel you get more if not be happy you get anything
@dg When will people realise “we will leave” is not a threat, this company doesn’t care about you. They want you out
@db From what I’ve heard pretty much every manager in the business is pushing back. The only spin I can imagine is that you’re rewarded more for overachieving. Of course they’ll ignore the fact it’s basically impossible to overachieve
@b3 it's actually intentional. They want more people to quite on their own. This is one more way to push more people out.
This is yet again more new policy, like RTO, to get employees to quite on their own so Dell doesn't have to pay severance. Those who stay are basically working for no commission.
Sandisk is projecting drives will be doubling in Q1. That'll help storage sales.
Mo Money Mo Money Mo Money!!!!!
We need to pay you LESS and make you work harder to get what you had last half.
I am waiting for the spin from our Managers. Please post any spin you are hearing. I need a laugh. SMH.
@b5 don't give them ideas.
The idea you are giving me is to sell real estate.
@cz how many on your team hit above 100% this past year? Not being snarky. Just would like to know. I'm on a team where 60 seems to be the new 100, making the no-commission threshold even more concerning.
@d1 don’t forget you get targeted on your backlog so you’ll have the same issue in Q2
ISG products are on such long lead times, we won't see any commission checks until mid Q2 with this comp plan. What a WIN for the company. What a LOSS for the teams.
@cp nope they have different multipliers above 100%. Doubt they get there but there is a larger incentive and payout if the di
@cj bullsh-t. Managers are on the same plan.
Just let as much as possible slip to Q2 (as we won‘t get paid anything in Q1 anyways). Try to bring everything home in Q2 (slipped and pipe for Q2) and it could work out positively overall.
But yeah, will be a huge pay cut for everyone involved, except for Managers and up as they have an extra multiplier (what a surprise :D)
Managers dont even seem to know about this and speculated if we were going to quarters. Why is this not clear and communicated to everyone if you are playing games with paychecks?
@ba SHAREHOLDERS- THE CEO AND VPS GET TAKEN CARE OF- THE REST SUFFER-CORPORATE AMERICA AND THE GREED GOT WORSE.
No new comp plan for support, just the same payscales that haven't been adjusted for inflation since 2003
At this point why not just go 100% commission based and no payout til 90%.
@a8 are you in sales?
Does this motivate you?