Unachievable Quotas, Employee Exploitation through "Flex PTO" and Confused Prioritization
Pros
- Walmart/Sam's Club have learned how to adopt new technologies, processes, and business execution faster than they ever have and are outpacing their retail competitors as well. - Base Salary - Industry Standard benefits - Available Data - Tech Partnerships - Brand - Size - Challenging and interesting.
Cons
- Only 4 of 16 teams achieved >75% of quota. - Only 1 of 16 teams achieved >96% of quota. - Quotas continue to be built top-down with little or no quantitative insight. - Walmart and Sam's Club market "Flex PTO" as unlimited PTO during recruiting and hiring, but if the unachievable quotas aren't being met then you taking off Federal Holidays will be mentioned as a limit to why quota isn't being achieved (even though 11 holidays + 20 vacations days account for less than 12% of annual weekdays and quotas are not even remotely close to that). This isn't considering that it is short-sighted to not consider long-term impact of burnout from pressure to not take off the industry standard holidays and vacations. - Management prioritizes coaching on communication semantics and internal brand optics more than they spend time on ideation how to grow the business.
