Impossible Sales Targets.

Unrealistic incentivising of employee performance can go terribly awry this was seen in Wells Fargo’s.

If you set your Sales Goals out of reach for your team then even your top performers can't even reach them it, they become switched off and don't even try.

This is what is happening in the sales department right now, by changing to a 70:30 model and increasing the goal/incentive, it is like giving a pay cut through unrealistic targets.

Sales in the IT & Data storage sectors are tight and hard to come by already, not to mind pushing the sales staff to the wire.

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That's the Dell way, don't layoff sales staff, just give them unreachable attainment targets then put on a PIP when they don't make the number. Part of PIP always includes hitting target next time around but number gets even bigger so no chance of hitting it again, end result is manager gets documented grounds to fire employee for non-performance, costs the company nothing in severance pay or unemployment benefit contributions. If you find yourself on a PIP spend time finding new job before end of quarter unless you have a backlog big enough to make it over the top, but even then you still have a target on your back!

Dell doesn't want to layoff too many it will cost them too much. If they can just make your life miserable, moving accounts around so you don't get paid your commission etc people will leave on their own. Then Dell saves the layoff costs and can rehire someone at the lower I/II level and save even more. Time to bail if your good.

Sales targets are so high now with no one making it.. We just got told next quarter will be even bigger again as this is the biggest quarter. It's always the biggest quarter.

Reps and customers that bring in the most have to bring in even more or get managed out.

Impossible numbers. Top reps just stop trying as no point. New pay plan lower base/comm split means it's a huge forced pay cut.

So many updated LinkedIn profiles

Thread regarding Dell Inc. layoffs

Impossible Sales Targets.

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