If I hustle my a$$ off and contribute 60-70% to my stores quota every month, WHY should the lazy old timer that averages about 12 new lines a month & calls out twice a week be paid the SAME amount as me? For the love of god can someone please give me a logical answer as to how this will keep my motivated.
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OP here. Just wanted to thank
@3obe+1eRSkVrz
I asked for a logical answer and what they posted made the most sense.
“We save money, we save benefits, less payout into retirement and pensions for the long timers, and we get to keep the three year payouts we gave everyone who is quitting. It makes perfect business sense, then splinter and sell out at a profit, retire with the parachute we had predesignated for hitting budgetary targets (not performance targets… it’s all right there in the shareholders report for all to see… our leaders are meant to hit an expense target, not a revenue target for their bonuses). Then let the folks without the actual training take the lead and run us into the chasm we already see coming in the front window.
It’s nothing personal to you…. You did what most who actually care would do, and hoped it would earn you some respect and a decent pay like it did for so long. You do not work for Ivan or even Lowell anymore. You can see what Hans did at Ericsson playing out move for move, you see remarkable exits from the business by people who were fresh and new and actually talked about performance and paying different for what is earned… in less than a year of service at a consumer leader role. Writing is on the wall and it’s as clear as can be. They. Don’t. Care.“
Truthful, but painful answer: they want the old timer more than you. Some of you have lasted longer than anyone expected out of loyalty or hope to promote. It is so much easier to terminate poor performance when all performance is below par, and we can hire noobs off the street for $13 an hour and still pay them on average $14-$20k less a year. We save money, we save benefits, less payout into retirement and pensions for the long timers, and we get to keep the three year payouts we gave everyone who is quitting. It makes perfect business sense, then splinter and sell out at a profit, retire with the parachute we had predesignated for hitting budgetary targets (not performance targets… it’s all right there in the shareholders report for all to see… our leaders are meant to hit an expense target, not a revenue target for their bonuses). Then let the folks without the actual training take the lead and run us into the chasm we already see coming in the front window.
It’s nothing personal to you…. You did what most who actually care would do, and hoped it would earn you some respect and a decent pay like it did for so long. You do not work for Ivan or even Lowell anymore. You can see what Hans did at Ericsson playing out move for move, you see remarkable exits from the business by people who were fresh and new and actually talked about performance and paying different for what is earned… in less than a year of service at a consumer leader role. Writing is on the wall and it’s as clear as can be. They. Don’t. Care.
Looks like the lazy old timers are down-voting you lol. I hear you man. It’s madness. Some id--t up top has no clue. They don’t want you around anymore, they have made it clear. They probably are sitting around scratching their heads as to why people like you are still here.
Us lazy old timers have put in work. We have learned not to give 100% only to have a someone else’s bad survey ki-l the pathetic excuse for a commission check. Vote down all you want I’ll take my 2*.60 an hour and take my sweet time with each and every custome.
There is a false belief that people will sacrifice a smaller short term personal gain for a longer term collective good.
Here here come the down voters, you know what that means: we are right
It’s been a year and a half since team comp. It amazes me that people still have not figured this out. Kudos to the OP
Why do any of you mo--ns even try? To pad the pockets of shareholders? Use your damn noggin, the game is do enough to get by, and milk the hourly. Stop making it harder on everyone else. If you haven't figured this out by now, you are missing some screws.
I come back from a relaxing long weekend in the the mountains, and you guys have this waiting for me to read.
What a ray of sunshine! You guys are so thoughtful!
And on top of that, the last day of the month the 3 negative surveys that roll in and cut your commission by 25%. So good question Why? Management cannot answer this question. They may say we are a team, nobody believes that and nobody puts in the exact 100% effort needed. They may say you aspire to be a manager so your numbers blah blah. Meanwhile you get paid the same cr-p as the bottom performer. Why would you want to move up? If that's how you get treated as a rep. At least as a rep you get paid ACTUAL overtime rate.