Channel Partners

FAL 2016

For 25 years, Channel Partners has been a resource for indirect sales channels, such as agents, VARs and dealers, that provide network-based communications and computing services, associated CPE and applications, and managed and professional services

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COVER STORY Still, some respondents sounded alarms. "Salaries currently are frozen across the board indefinitely, even if you receive a title promotion and or added responsibilities," said one, adding that it isn't a reactive measure — both sold and attained revenue are on target for the year. Rather, management is hedging in expectation of future slowdowns, including in the energy vertical. From another: "Channel salaries have been trending downward over the past 10 years, and at the same time, expectations have remained the same or higher as services have become more commoditized, which means harder work with less pay, in a lot of scenarios." As with real estate, location matters. On average, partici- pants located in the Northeast and Southwest reported the highest salaries, though again, sample sizes are smaller here. Could channel companies based in high-cost areas game the system by hiring in less expensive regions? Our take is, it's possible, but not easy for executive and sales roles. The channel is a relationship-driven business. � Overall, how satisfi ed are you with your base pay, bonus plan, commissions and/or incentive/ variable pay plan regarding your compensation package? Very Satisfi ed Satisfi ed Neither Satisfi ed nor Dissatisfi ed Dissatisfi ed Very Dissatisfi ed 10.6 % 43.5 % 29.0 % 13.7 % 3.1 % � THE CONTENTMENT FACTOR BY SEAN RILEY Some of the most interesting — and arguably uplifting — data from our survey is the overall health and happiness of those working in the channel. Job satisfaction is high when it comes to pay, but also in terms of feeling valued by employers. The majority of respondents, 54%, are satisfied or very satisfied with their overall compensation packages versus just 17% saying they're either dissatisfied or strongly dissatisfied. Although gender, age and salary are profiled in another section of this report, and available at 451research.com/CPsurvey2016, it's important to note that a respondent's gender had very little correlation to satisfaction with his or her compensa- tion package. The age of respondents did highlight some differences, however. The youngest respondents, those in the 19-to-35 age bracket, had the highest percentage of dissatisfaction with their compensation; 21% were dissatisfied or strongly dissatisfied. Another telling characteristic of workplace satisfaction is the belief that your efforts matter. In that aspect, the channel shines. Three out of four respondents, fully 76%, agree or strongly agree that they feel valued within their organizations, with just 7% disagreeing or strongly disagreeing. And this data gets very interesting when dissected by company size: Employees in firms with 249 or more employees feel the least valued, with only 55% agreeing or strongly agreeing, while 13% disagree or strongly disagree. The smallest companies, with one to 49 employees, fared the best, with 85% agreeing or strongly agreeing that they feel valued and only 5% expressing various degrees of disgruntlement. Men and women feel valued at roughly the same percentage; however, men are slightly less likely to agree that they are valuable to their companies. Age was again a factor, as respondents 52 or older feel both the most valued — 81% agree or strongly agree — while only 3% disagreed. No respondents in that age group strongly disagreed. We also asked about respect in the workplace. Many of us have been in positions where we felt that the company valued our contributions but, just maybe, a little more personal dignity would be welcome. Fortunately, this is not currently a widespread issue in the channel — though there is room for improvement. Only 6% of respondents overall are singing the blues, indicating they aren't respected by selecting "disagree" or "strongly Northeast Southeast Midwest Southwest Northwest $147,912 $110,000 $108,405 $87,500 $99,733 $84,000 $147,167 $100,000 $92,856 $75,500 2016 Average Salary 2016 Median Salary CHANNELPARTNERSONLINE.COM 13 Data: Channel Partners and 451 Research Data: Channel Partners and 451 Research

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