*Leadership (they’d instead point fingers than self-reflect on their lack of leadership, vision, maturity, integrity leaves their people at a loss for direction, reps don't have any process or proven process in place for them to hit quota consistently. The quota is also not aligned with the niche they are targeting; they prefer quantity over quality which contradicts the message they are pushing with their tool and monthly All Hands-on, the two reps who brought in the most TCV in 2019 were called out for not getting enough meetings - quantity over quality - while the other reps schedule a lot of meetings that don't close).
*Lack of Diversity and "good ole boys club" (a member was passed for a sales ops opening for a green colleague, not experienced and had one-month seniority but was friends with the hiring manager, in his first week the sales ops lead rolled out a new instance of SFDC mid-day without testing in-process builder, which is admin 101). If your approach isn’t gimmicky skits on LinkedIn, you don’t fit in. Even if your cadence is working, if management gets an idea, they unilaterally implement it and hold on to it even if it isn’t working. For someone who was very committed to the company, tried to walk their talk, and cares about the quality of my interactions with clients, this was very disappointing.
*Integrity (will call out and shame in front of colleagues if leadership felt threatened or try to push the status quo)
*Vision (You’re treated like a commodity, not a person. The lack of communication and understanding of how to inspire and motivate the team was shocking.)
*Experience (leadership has minimal experience in managing or growing a business/team. Invest in your leadership team LeadIQ, or it won’t matter if your product is great.)
*Pay (well below the national average, recent pay restructuring has AEs capped at 100,000 OTE)
