It's like a Walgreen's receipt of metrics to hit. Most of them barely even pay commissions if at all. Then they send an email about integrity and ethics even stating that they know the goals are high and the pressure is over the top. The expectations of stores and entry level retail reps is insane. Sometimes it's like they would rather sell nothing if it doesn't turn a report green.
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Damn my truth ruffled some feathers. Definitely upper corporate doing the down votes. If you are watching, stop down voting and start fixing the company!
@4nzs+1kykl4fr A-fu----g-men! We used to be king sh-t back in the good ole days when the company only cared about new, renewals and we HAD actual educated Verizon employees working in customer service . Now it’s a layered, convoluted task to try to hit all metrics. It’s literally a challenge everyday and we continue to gripe about the uneducated outsourced individuals who just saw whatever to get the customers off the phone and ship them into the stores to clean up messes. Whatever happened to first call resolution? I am a firm believer that if you work for Verizon, you should be required to start in retail and understand how we work.
@3vod+1kykl4fr it may be what the company needs to succeed because of a lot of sh---y decisions and investments made by some overpaid mo--ns who never step foot in a corporate store. This company is becoming an embarrassment because we are all working triple, hitting more metrics, and busting our as--s for less and less with no incentive to excel in more metrics. We are paying the consequences of bad CEOs, corporate greed, and sh---y leadership. We are not innovative and failing to competitors. We need an overhaul in upper corporate and we need to go back to incentivizing the frontline sales teams, stop outsourcing from the india and the Philippines, and get back to paying the workers a liveable wage even if that takes giving the useless upper corporate hogs a slight decrease in their upper 6 figure salaries to hold zoom meetings all day.
Those are what's needed for this company to succeed. You should be happy someone told you instead of leaving you wondering why your pay has been cut, staffing is so low, and you have no career growth opportunity. They could of left you in the dark. Lots of work ahead of us.
Lead, follow, or get out of the way.
Most leadership got there for DEI, color of skin, gender or because they kissed bu-t the best. Paycheck collecting slack jockeys
VZ becoming more and more like a retailer every day with all these bs metrics and pillars. However, a retailer still pays individual commissions. No wonder why our agents think they know how to Verizon better than Verizon.
This has been the problem with leadership for 20 years. Too many metrics. When your lazy fat azz sits in a office in Temple Terrace you've got all day to analyze numbers. But people that actually work don't have time for that. Pick a couple KPI's that are ALWAYS important, get everyone to rally around them, and execute.
Give people 1,000 metrics and they'll pick their own favorites, and go after those. Next thing you know you have 200 people in a district, and 200 different opinions of what is most important.
Leadership 101 doesn't mean 101 metrics.
Only sales job with a goal post that constantly moves (usually the wrong direction) and where you have to hit a minimum of things sold before you're paid. Everything has a flat "sales dollar" amount yet you have to build up this massive bucket before they throw you a few peanuts.
Verizon can't keep things simple. For what you pay us and the stress you put us through you only get 2 metrics. Pick them from your list in BIO and I will crush them. Each addition metric will cost you $250/ month. Plus I require a fixed quota. So when we have to bust our butts during iPhone launch, Black Friday or Christmas then it is worth our effort.
Well you know Hans' way of running things. We want you to slave for fractions of a penny. No rewards for selling, you're a clerk now.
When higher ups who don't know you from Adam need to let go of a bunch of people, this is a method to go about it with less subjectivity. The more concrete the numbers the less the nepotism in deciding who to let go.