The compensation plan changes every single month. Quotas increase while payout percentages decrease month over month. So basically, more effort is required while being rewarded less for such efforts.
The compensation plan is structured in a way where you must meet a certain threshold of your quota in order to start making any livable amount of commission. If one doesn't hit that threshold, then their whole month's worth of efforts would have gone to waste. As mentioned above, since quotas increase every month, the likelihood of a sales rep making any commission gets slimmer and slimmer as each month goes by.
And even if the rep miraculously hits the minimum threshold, they still have to account for previous month's clawbacks, so most of the time, reps are either breaking even for their efforts or just making an insignificant amount of commission. Many reps will give up by the middle or third week of the month if they're nowhere near the minimum threshold, thus creating an environment where negativity spreads and motivation is lacking.
That brings me to my next point. Although the sales reps heavily enforce that our solutions are 12 month agreements/commitments, the customer is still able to cancel with ease. This causes the clawback in commission that I mentioned above. Although I mentioned that the products and services are heading in a good direction, the prices of said services are very expensive and will not yield good results unless the client is prepared to invest over $1000.00/month with realtor.com
The work environment is very hostile since everything is micromanaged. From who to call, when to call, what to say, how many calls to make, everything is under a fine microscope and examined with scrutiny from upper management. Any deviation from the rules will result in a write up and after three write ups, the rep would be fearing for the security of his/her job. Almost anything could be an offence for a write up.
These issues have been brought up multiple times and no improvements have been made in the benefit of the employee. After all that's said and done, it feels like upper management likes to lead by fear and that their goal is to squeeze as much revenue out per sales rep as possible while keeping costs to a minimum (not paying reps for the revenue that they've generated if they haven't hit the threshold).
