Q&A With McAfee Employees

The leadership team makes the assumption that two things motivate you: dollars and trips to "club" - the annual reward trip to some destination like a Mexico resort. If you fit within that mold, great, you will love these leaders. If you are looking for other things - like deeper understanding of portfolio challenges, the ability to compensate within the year for key role departures, etc - forget about it. Your quota number is set and if it's impossible because sales support eroded, high turnover, closure of certain product lines, etc - not going to happen.

The sales team leadership in North America is highly energized however still working through a high rate of turnover. The sales methodology is still rolling out to people, and they aren't necessarily looking at and consider the impact of turnover and lack of methodology when looking at quota achievement vs plan. At region level, if half of your sales force has cycled in the last 2-3 quarters, there is no way in heck your region is going to make number. And it should flag more investment. It's an open question how well they recognize and respond/invest to overcome that challenge, because thats a real situation we are seeing in some places right now.

Sales compensation is heavily weighted towards the bonus structure, depending on the role that you are in. Sales account management are directly incented on the performance of their territory / named accounts performance. Bonus elements of compensation are commission based with accelerators for certain categories or product sales. As with many organizations, overachievement for 2 or more periods sometimes results in unbalanced quota which may set unreasonable objectives. Sales Engineers can expect to be based on regional achievement rather than individual mapped accounts - in order to recognize the team selling and collaborative sale mechanics that require many skills. Theatre management or global roles in the sales organization can expect bonuses tied to those higher level units, together with MBO expectations. This can lead to fairly complex compensation objectives for a given quarter or year.

In my experience, compensation is slightly above average for the industry. The benefits were made more expensive this year (2018 benefit year) in north america, which will reduce take home "bottom line" by almost $1800 for a family of 4. Also be aware that the accelerators and special compensation targets vary year to year like a drunken sailor. Instead of doing some sales specialization like other companies, they offer wholesale focus targets on certain products, which results in revenue variation. And then they react to the fact that other products aren't selling well by doing completely the opposite the next year. The best sales achievers are the people taking home comp on highlighted products and still cross selling to other stuff.

Better than other companies. Employees who perform and deliver are given more flexibility.

Solid. There's a focus on making sure your life is more than just your work.

Fun, kind, respectful

They're wonderful. Focused on growing the company, as well as civic-minded and kind. A great mix.

Very challenged, there is a lot of work to be done

Not incredibly common but possible

Slightly difficult. The workload can be heavy, resources light and hours long

Getting better. Leaders genuinely care about how employees feel

Intrinsically motivated, driven, constantly seeking better

Have a positive attitude, adaptable to change, accepting of constructive criticism, proven ability to operate in ambiguoty

Getting to make a difference in people’s lives and protect what people value

Quicker than anywhere else. Things move at at lightning speed and are never fast enough.

Fun, laid back, a chance to unwind

Challenged to find solutions and innovate