Complete reorg of the sales team

I'm still on the admin for the corporate zoom account, and see who we are interviewing. We are in the process of re-orging and hiring an entirely new set of BDRs (kicking out those who are there) and an army of sales AEs. There were rumors about siloing targets and partners by region and sector, but not sure how that would work out.


This will be my second re-org at this company, and I think I'll be fine since I have relationships and hit my quota. But interesting to see what is happening. I will be asking for more of everything (comp, points, and equity) when we discuss the 2022 numbers.


Any red flags those on here have seen in the past? Good strategies to seem like a leader, and still get paid, seem to be all smiles in the front, keep closing, and throw the risk of losing sales if I get moved off seem like the winning strategy.

๐Ÿงข Sales Management
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7
LordBusiness
Politicker
2
Chief Revenue Officer
Iโ€™ll be executing my second sales re org in three years driven by some massive growth. I believe in the mantra of โ€œadapt or dieโ€ and โ€œhow we got here, isnโ€™t how we will get thereโ€ and different levels of growth require different models. So to answer your question, donโ€™t perceive change as something thatโ€™s bad, it could just be necessary
FinanceEngineer
Politicker
1
Sr Director, sales and partnerships
That's a very true statement, thanks for the input. I have to keep looking forward.
poweredbycaffeine
WR Lieutenant
2
โ˜•๏ธ
The thing I've learned through reorgs: no one is safe, even the CEO's kids.

Start building your value internally today so that when it comes time for the butchers to go to work you know where you stand. Get buy-in on a '22 plan and get to work on it ASAP with other stakeholders.ย 
Sunbunny31
Politicker
0
Sr Sales Executive ๐Ÿฐ
My previous employer would set up the new plan annually.ย  Recently that new plan has been just short of a total reorg.ย  For many, it felt like musical chairs - you don't want to be the one with no chair when the music stops.ย  ย  I agree that having that internal value is enormously important so the managers with openings think of you and want you on their team.
SaaSam
Politicker
1
Account Executive
If your comp structure gets more complicated that's a problem. Also if your leadership comes in hyping it up like they are presenting the next MLM.

There are few things I hate more than being expected to act like making less money for the same effort is a good thing.ย 

I actually had a CEO introduce a new comp structure that would hold 30% of our salary contingent upon meeting certain daily, weekly, and monthly dials. Then act like I just banged his wife when I told him it was a terrible idea.
FinanceEngineer
Politicker
1
Sr Director, sales and partnerships
You have the real answer. As long as I'm not getting paid less, then it shouldn't matter. Thanks, man, just needed that clarity.
SaaSam
Politicker
0
Account Executive
Here when you need me. Even when you don't. I'm just here. Kind of like that brother in law that was only supposed to be there for a couple of days.
CuriousFox
WR Officer
1
๐ŸฆŠ
Do not feel like you safe. Make sure your resume is in order. You never know. ๐Ÿคทโ€โ™€๏ธ
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