I personally set realistic tgts for my people. If you want to demotivate someone quickly set them a target they cannot reach or penalise your successful people by upping their tgts each year based on what they have produced. If someone is over achieving providing the tgts are realistic they should be incentivised to do even better. The way I look at it the OTE is a minimum performance expectation. The real money should kick in once someone over achieves
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