Our company has a history of dividing Sales quotas equally between all inside sales representatives. The structure currently include monthly incentives as well as quarterly and year end rewards. We noticed quickly that this structure was very demotivating for newer reps and that senior reps are over compensated for little efforts. I am wondering if anyone could share their experience in moving from equal quotas to quotas that are aligned to the individual Sales rep performance including team goals. Any comments would be helpful.

Posted by: Anonymous
Posted: February 25th, 2014
Answer Question

Back To Knowledge Center

2 response(s) to this question are available to AA-ISP members.

Please Sign In or Register for access.