Need More Equitable Measurements of Performance - Anonymous employee Marin Software Employee Review

Th biggest complaint that I have about my department is that our compensation incentives are not equitable across the team and are not aligned with organizational goals. To paint a clear picture, lets say their are two teams within the Lead Generation department; team "A" and team "B". Members of team "A" receive one or two "warm leads" a month and spend the majority of their time researching, cold calling, and emailing prospects to try to generate opportunity for the company out of thin air, which is valuable to the organization since the Opportunity generated this way would not exist otherwise. Team "B" on the other hand receives 80% more inbound leads or demo/trial requests than Team "A" and spend most of the day following up on warm/inbound/marketing generated leads and are essentially just setting appointments with interested prospects that sought Marin out (not rocket science; an untrained intern could perform the same function or our Account Executives could do this with very little time/effort). Team "A" is forced to strategize, research, and pound the phones all day with outbound efforts. Team "B" gets to show up and process leads that were generated by Marin marketing dollars and efforts. This makes it much harder to be competitive department wide as a member of Team "A" which requires outbound "self-generated" opportunities than it is on Team "B" who follows up on Inbound "warm' leads. It is also a morally defeating as Team "A" reps put in late hours to meet their quota while Team "B" can hit quota by just showing up, with zero outbound effort.