Great events bad commissions - Sales Manager WOBI Employee Review

3.0
20 Apr 2022
Recommend
CEO approval
Business outlook

Pros

Great content event. Wonderful international team. Good support from colleagues.

Cons

Disadvantaged and unfair commission structure. They start with a competitive commission structure that attracts good talent but then that drastically changes after the first year which is normally when you really have an opportunity to make money once you have developed contacts and built relationships. After the first year, they only pay commissions (which change to be very small) once you start reaching goals that are extremely high. Over time, not only does the percentage of coms decrease but the sales goal increases which is crazy!. This increase in goals and decrease in coms keeps happeneing year after year making it more and more challenging to make any money other than your base salary. It is very demotivating. Another con is that they want to produce large high-end great-quality events but they don't invest in adequate staff support on the dates of the event. The entire effort you made during the year to attract high-end clients is completely jeopardized by low-staffed events which result in numerous complaints and clients unwilling to return. The last con is that there are no opportunities to advance the career. The organization is very rigid and the opportunity to grow is close to zero.

Explore other reviews about WOBI

5.0
10 Apr 2024
Recommend
CEO approval
Business outlook

Pros

Great benefits and office, great management in US

Cons

Covid pandemic was very hard on events business

1.0
2 Dec 2025
Recommend
CEO approval
Business outlook

Pros

The clients, partners, and leaders you get to work with externally are exceptional. The mission and external-facing brand are inspiring, and the events themselves are a great experience. Some team members on the ground care deeply and work incredibly hard.

Cons

The internal culture is draining and often toxic. Burnout is normalized, and long hours are an unappreciated expectation. Leadership struggles with clarity, consistency, and long-term vision, and micromanagement often fills the gaps. Turnover is constant, creating instability. Compensation is not competitive, and the incentive structure is unclear and inconsistent. Top performers will feel that their contributions are not appropriately reciprocated in the compensation process. PTO practices are also restrictive, with strong pressure to use most or all vacation days in August, which limits flexibility and work-life balance. The company relies on outdated technology and operates with minimal process, which makes basic tasks harder than they should be and creates constant friction. In my experience, leadership places far more focus on internal politics and reactive decision-making than on creating a strong, consistent customer experience and a cohesive vision, which was difficult to reconcile with the values the company promotes publicly. The lack of any true HR function means employees often have nowhere to turn for support, guidance, or escalation. Overall, there is a significant disconnect between the leadership principles advertised externally and the actual work environment inside the organization.

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