Leadership is ineffective. While certain leaders may have been strong sales reps, they lack the ability to inspire, coach, or guide a team. One-on-ones are scheduled, then skipped or ignored, and accountability is pushed back onto employees.
Very few meetings or meaningful opportunities are created by leadership, leaving the team with little direction.
The sales team does not believe in the product or leadership, and many of the strongest recruiters have been let go, leaving gaps in performance.
Clients have noticed. Some specifically request that certain leaders not be involved, while others complain the process is intrusive and drives them away.
Opportunities are rejected if they don’t fit leadership’s personal preferences, which is not how you succeed in this industry. High-performing teams in other firms understand you can’t win if you don’t play.
Nepotism is a real issue. Many of the top performers are connected outside the office, and accounts are funneled back to the same group regardless of who originally brought them in.
Office requirements increased without compensation, framed as “collaboration,” yet leadership isolates themselves and discourages input.
The commission structure is unreasonable. Generating hundreds of thousands in revenue translates to only a fraction in pay, with little recognition.
Culture can be unprofessional, including inappropriate personal comments that have no place in the workplace.