Disorganized and inefficient company with managers who do not know solar or common business practices in general. - Recensione dipendente - Sales Consultant presso Direct Energy Solar

1,0
28 ago 2016
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Even if homeowners or business owners make the mistake of going solar with this company it is still better than buying electricity from their local utility.

Svantaggi

This company is attempting to sell solar technologies that are one or two generations old for a premium price. Unfortunately this is restricting the hardware choices the sales team can offer to homeowners. The sales team they currently has is relatively new due to high turnover. This company attempts to overcome the operational defects in their structure with the heavy use of technology but the number of steps required to accomplish the simplest of tasks ensures their continued mediocracy. The remote design process is difficult to deal with as it increased the time it takes to provide solar proposals.The team constantly talks about "closing" people and generally treats potential clients like numbers rather than real people.

Esplora altre recensioni su Direct Energy Solar

5,0
31 mag 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great pay and benefits for the employees

Svantaggi

It was mismanaged so they went under.

4,0
9 apr 2016
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

My coworkers at the Columbia, MD HQ, and throughout our geographic footprint, are committed and resilient, and truly care about advancing the solar industry safely and profitably. They are also a fun bunch, with many who enjoy actively contributing to philanthropic efforts, and to frequently unwinding and enjoying their follow colleagues in non-working cultural events. It's a fun and smart group!

Svantaggi

The geographic diversity of a good number of our core senior/executive management makes it difficult to establish that high degree of trust that's critical for overall cultural "buy in" for our solar company, which directly leads to high performance, as we've gone through the sometimes painful process of integration within our parent company. It would be ideal if they could all be based at the Columbia, MD office and be there most weeks out of the month. Remote leadership is a tough nut to crack. It would also be ideal if our shared services leadership, and parent company executive leadership, perhaps better understood/sympathized with the acute stresses of integrating at the pace we have. Despite a challenging and uber-competitive industry landscape, it would be ideal to see more of a commitment to work/life balance in our benefits and policies as we continue to grow and evolve dynamically.

4
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