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*This may be long, so read in chunks as needed;)*
@SDR, is your employer still a relatively capital-dry start-up (thus perhaps they cannot afford even modest bonuses, gift cards, or promoting anyone to higher pay roles at this time), or has it been around for years whether as part of a conglomerate or a stand-alone enterprise - but is having some cash & credit issues (ot maybe just plainly bad current leadership) it's grappling with?
Also, when you interviewed for the job, did they ever verbally or in writing tell you they give bonuses, spiffs, recognition, etc. For exceeding quarterly quota?
Did you try researching this firm beforehand to verify if they ever even gave or give bonuses, spiffs, recognition, etc.?
Or did you even tactfully ask during your interview/s wirh them what, if any incentives, were there to be had upon joining their SDR team?
Furthermore, do you notice some underperformers (not just SDRs, but perhaps even folks in other departments) getting quietly laid off, terminated, or given less work hours?
Perhaps there may be hints of a merger/acquisition wherein they are planning to get sold to or acquired by a high bidder (such as a seeming competitor wanting to consolidate their niche), so that may be reason why your employer does not seem to be taking the initiative to reward or recognize your efforts, and may just be looking to squeeze what they can out of you before your SDR role may become redundant in a merger/acquisition.
If that employer basically lied or embellished to you to entice you to join them last quarter claiming they'll give you bonuses, spiffs, path to AE role, etc. - Yet there they are not following through - you might want to discreetly look into other opportunities while still professionally holding on to that SDR role, so that you factually say in a resume that you beat quota reaching 130% in your 1st quarter (and hopefully you still meet or exceed that benchmark in succeeding quarters until they can afford to reward you and/or you move on elsewhere).
Not all organizations automatically give their SDRs or even their AEs monetary rewards, recognition, promotions, etc. To top performers (even though they obviously should, if they want to retain quality talent & relationships long-term).
Ask tactful questions when getting to know a potential new employer, do your own online and word-of-mouth research on how the potential new employer has been really faring w/in the last 12 months, and whatever happens, keep up the excellent quota-busting work (and never shoot yourself in the foot publicly naming who this employer is, and when you interview for future roles, do not bad-mouth them as being stingy; just emphasize that you are looking for a long-term great fit and want to evolve in your career with progressively complex challenges & never allowing yourself to complacently rest on your laurels, etc.), so you could position yourself to join another company or industry where SDRs are given the timely rewards and recognition they deserve, OP!*
If you're on commission you must have gotten something extra for your effort. I'm not sure what else you would want. To quote Don Draper, "That's what the money is for." If you're not on commission, perhaps you are at the wrong company.
No I had a similar experience and I’ve received an insane amount of praise