If a store has a quota $50,000 and there are 5 reps, each rep would have an individual target of $10,000 in that particular month to meet target. Now let’s say 1 rep gets terminated due to a pip and the store only has 4 reps. Their individual target moves up to $12,500 to be paid exactly the same amount while working them 25% harder. Do not let them tell you “o you will have more opportunities to make sales” that is false logic. It’s simply more work for the same pay
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They won't do a direct dollar amount for products and services sold because then they'd have to admit that you only make $2.50 on a new line. They'd rather use smoke and mirrors and come up with a convoluted comp plan where you can't even calculate how much you make from one sale. This is one reason of many why I was so miserable working there. I quit 3 years ago and couldn't be happier. Everyone at that company is full of ish and upper management is all brainwashed with kool aid. Ya'll should unionize. Or at the very least you should attempt to unionize just to pi-s off the DM's and above.
If you do the math, the store quota is a percentage less than the sum total of the rep quota to account for reps time off and quota relief. They also have higher at risk and base pay, loss of headcount hurts the reps far worse than management
@onk+1v1zn7FK The problem with team compensation is you always have that token one or two lazy reps that does not do anything and drags down the rest of the metrics, and the store relies on that one or two other reps that go like gangbusters and an individual comp would normally hit a 1.2 or 1.3 just to make up a1.0. Those reps that would normally hit a decent multiplier get pi---d and don’t work as hard as they normally would because they lose money on a group comp. When verizon switched to a group comp, most of the heavy hitters in my area went elsewhere because they lost a lot of money.
On top of that useless metrics which make DM & VP level look good are: 2nd Numbers & VHP. Both re--rded metrics which pay only $50 and also there is a guaranteed chargeback for these because there ai!’t nobody wants to pay $25 for a useless insurance or $10 unnecessarily for the second line. Even if the rep bombards the account with credits, customer still cancels them, they keep the credit, Verizon loses money and the rep who sold it would now have to account for those respective chargebacks first along with others and then start the month.
I feel like their base pay justifies it. I’m not cheering team comp either. I would suggest there not being a threshold to start generating a check and simply pay a real dollar amount for things. Do an upgrade get paid 10 real dollars. Add a line 15 dollars it’s just an example. There would be more of an incentive.
So what’s the solution? Team comp?
How do you think your managers feel carrying the responsibility of everything with no quota relief?