Rankings?

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The incentive department is absolutely f*cking ridiculous. Between the lack of communication (deciding NOT to send out end of year rankings, but still providing the measly "bonus" without the final data to back it up), and the constant changing, rearranging, readjustment of goals, my moral is LOW.

LOW!

And I would bet good money that moral is LOW in at least the majority of the sales force. Hey brass...how's that impacting the company bottom line?

We put up with the micro-management, the daily regiment of rejection, the constant cloud of lay-offs lingering over everything we do...but the one thing that would make the people feel somewhat consoled in all of this the "security" of their compensation, based off of the work agreement with the company. But when goals are vague (and constantly subject to change should we start to "perform" too well), and the incentives department is unreliable, (and unwilling to address real confusion and concerns), the moral becomes LOW.

We all want to work and provide. We are telling you that moral is low, and it is not because we're all lazy or unmotivated. It is because you create an uncertain business environment and you can't even run incentives smoothly. We are coming to you, hat in hand, and telling you that moral is low. Please help us. Please address this low moral, because it is hurting the bottom line. Please.
 






Anonymous said:
The incentive department is absolutely f*cking ridiculous. Between the lack of communication (deciding NOT to send out end of year rankings, but still providing the measly "bonus" without the final data to back it up), and the constant changing, rearranging, readjustment of goals, my moral is LOW.

LOW!

And I would bet good money that moral is LOW in at least the majority of the sales force. Hey brass...how's that impacting the company bottom line?

We put up with the micro-management, the daily regiment of rejection, the constant cloud of lay-offs lingering over everything we do...but the one thing that would make the people feel somewhat consoled in all of this the "security" of their compensation, based off of the work agreement with the company. But when goals are vague (and constantly subject to change should we start to "perform" too well), and the incentives department is unreliable, (and unwilling to address real confusion and concerns), the moral becomes LOW.

We all want to work and provide. We are telling you that moral is low, and it is not because we're all lazy or unmotivated. It is because you create an uncertain business environment and you can't even run incentives smoothly. We are coming to you, hat in hand, and telling you that moral is low. Please help us. Please address this low moral, because it is hurting the bottom line. Please.
Click to expand...


It's morale, not moral. Duh!
 


















All rankings have been secretly tattooed on everyone's taints. At the next pod meeting we are all responsible as a pod to reveal to each other the ytd ranks. Be sure to wipe well the night before. Wouldn't want any of the ranking to be obscured by any crust.
 






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