While the sales group as a whole seems to be treated fairly well, those who are in supporting roles are not always treated as well as the account executives.
Overall, total compensation is fair, but the bonuses/commissions for support teams is not directly tied to performance or quotas that can be achieved by the support team members themselves. Instead, these bonuses/commissions are tied to a regional performance target, which may be set far above the previous years' accomplishment. When we exceed the previous year's results by over 10%, but get less than 100% of our targeted bonus/commission, it's very disappointing.
That means that recognition (by the account execs and sales management) is the only real acknowledgement of stellar performance, and not everyone does a good job recognizing the work put in by others.
With most employees, there is a strong commitment to do whatever work needs to be done in order to succeed. However, there are times when the work being done does not really align with the job function and responsibilities that you were hired for. For short periods of time, this is okay, but when that time becomes extended, it can be hard to stay excited about the work you're doing.
Training can be somewhat inconsistent - some years we focus very hard on keeping up with technology, trends, and capabilities, but other years we might not spend as much time. In the high-tech world, this is really important for the top notch employees.
Promotional opportunities are limited in most of the sales support roles. I'm not sure what could really be done here, but it can be disappointing.
