As I looked on at many of the President's club winners at the NSM, I realized that I just can't take it for much longer. The fix is utterly and obviously in for many people.
The biggest problem many of us on the sales force have is that quotas are still based on quarter-to-quarter expectations, rather than reality. While a minority of reps continue to receive generous gifts of drastically low quotas, the majority suffers financially and becomes more and more disgruntled. This creates a lack of trust in management and reeks of ethics issues.
For example, a certain TM in a large state is routinely discussed in our region. This person (and many others in the company) are given quota gifts quarter after quarter after quarter. He gets paid handsomely, while several others in his region do poorly. To that end, in the midst of poorly calculated quotas, many reps are (incorrectly) perceived to be poor performers when in actuality they just have quotas that are literally outrageous and clearly not based on historical trends, geographic size, and/or accurate potential. So, the result is that one person is rewarded with big money while others are punished. Simply evening out quota would do a lot for many people, but it seems the management team is much more interested in rewarding the few and thereby directly creating an atmosphere of attrition for most others.
Has anyone ever noticed that no RM can tell us what the algorithm is for setting quota? I had a long talk with Danny T. before he left and he all but admitted that quota is pulled out of butts in the corporate head-shed. No one is taking the time to sit down and accurately analyze every territory to see what reality actually is at this point. The company is in a different place than we were when I started a few years ago. The problem is that no one in middle management has the ***** to stand up for the reps and keep good hires on board, which ultimately means keeping good relationships with customers over time. There is an obvious rush to make all territories "a $250k territory." It's no surprise that with attrition comes a loss of revenue. Not sure why the company continues to promote an atmosphere of attrition with the way in which quotas are created. They took the time to hire a lot of really good people, only to see them leave because they can't make money here.
Too bad, we hoped for more....
Half (at least) of the sales team