1) Bias / unfair treatment
Opportunities and recognition are not always allocated fairly. Career progression appear to depend on relationship with leadership, which affects trust and morale.
2) Salary increment / progression
Salary progression feels limited. Implementing consistent yearly salary increments would improve retention and long-term motivation, and help ensure compensation keeps pace with inflation and rising living costs
3) Tracking performance
While performance tracking is important, the level of weekly activity and revenue reporting being visible to the entire team may create unnecessary pressure. A more balanced approach that maintains accountability while respecting individual performance discussions would be appreciated.
4) Commission scheme
Commission structure is not competitive and does not match the effort required; introducing additional bonuses/accelerators would improve motivation and retention.
