Having a Team vs Having a Performing Team

There’s a difference between:

👉 having a team
👉 having a performing team

Most agencies have the first.

Few have the second.

And the gap isn’t talent.

It’s structure.

Because without structure, a sales team doesn’t “accidentally” become high performing.

It becomes comfortable.

🔥 The Secret: Structure + Pressure

Cody runs his team like a professional sports team.

Not a casual workplace.

That doesn’t mean toxic pressure.

It means:

• clear expectations
• measurable performance
• visible standards
• earned rewards

In sports, everyone knows the scoreboard.

In most agencies, the scoreboard is vague—so effort becomes optional.

📈 The 3-Level System That Drives Performance

One of the most effective frameworks Cody shared was a tier system where reps move through levels.

Not based on tenure.

Based on performance.

Level 1: Entry

• Base salary
• Lower commission

This is where reps start.

It reduces pressure while they learn the process, but it also sets the expectation:

“This is the starting point—not the destination.”

Level 2: Earned

• Must hit $15K revenue for 2 months
• Salary + commission increase

This is a clear promotion path.

No guessing. No favoritism.

Performance earns the upgrade.

Level 3: Elite

• Must hit $30K revenue for 2 months
• Higher pay + higher status

This creates a real “top tier” inside the organization.

And that matters more than most agency owners realize—because status is a motivator.

High performers want to be recognized as high performers.

✅ Here’s the Key: You Can Move Up or Down

This is the part most agencies avoid.

👉 You can move up
👉 You can move down

If performance drops…

So does your position.

That creates something every performing team needs:

consequences tied to results.

Not drama.

Not politics.

Just a standard.

🎯 Why This Works

A tier system like this creates:

Accountability

Reps know exactly what’s expected and where they stand.

Motivation

The next level is something to earn, not something to hope for.

Clear targets

No vague “do your best.”
Clear numbers. Clear timeline.

That clarity removes confusion and drives action.

🚫 What Most Agencies Do Instead

Most agencies operate with:

❌ flat pay structure
❌ no performance tiers
❌ no consequences

Which leads to:

👉 mediocre teams

Because if everyone gets the same outcome no matter what they produce, the system quietly rewards average behavior.

And averages compound.

🧠 The Winning Culture

This isn’t about being harsh.

It’s about being clear.

A strong team culture doesn’t come from being “nice.”

It comes from setting a standard and protecting it.

When you create a structure where:

• expectations are visible
• rewards are earned
• standards are enforced

…your best people stay, and your team improves over time.

🔥 Bottom Line

People perform better when:

👉 expectations are clear
👉 rewards are earned
👉 standards are enforced

If you want a team that actually produces, build a system that makes performance the normal outcome—not the rare exception.

Want More Systems Like This?