There’s been a pattern of frequent partner realignments, often every one to two quarters, which makes it difficult to build long-term relationships or trust in the Channel.
Despite putting in the time and delivering real value, it’s been a challenge to even start conversations about merit-based salary increases. This has a noticeable impact on morale and retention.
Additionally, the quotas and workload expectations often feel misaligned with the resources and market conditions, creating a sense of burnout rather than motivation.