Manager - Recensione dipendente - Manager presso Emser Tile

1,0
24 nov 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Salary. That's literally it. No other pros about this company. I wish I could add more to satisfy the 20 word minimum. Not.

Svantaggi

Demeaning management on all levels, nationally and regionally. Mafia feel to the company. Some upper management are literally abusive to their staff. Job descriptions not fully disclosed. They will get you on board with salary and fake niceness, then you are working in the branch Saturdays all of a sudden. Threatening environment. Regional management team in Northern California puts all branch managers down. It was sad to watch. Everyone complained to each other and was scared of management. They act like they want to hear your opinion, but as soon as you share, you're seen as a complainer and you have a target on your back. Turn over is the worst I've ever seen in my 25 year career. There are entire teams that have left. Commercial and residential are like revolving doors. You will ruin your reputation by coming here. No one wants to give you business because they are used to so much turnover and want to see if you are still there in a year. WORST company I've ever been associated with.

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5,0
15 dic 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great partners, really great people in the field, DC's, and corporate. Extremely people centric culture, both employees and customers, beautiful showrooms and great, stylish product.

Svantaggi

Some decisions take too long to be made because everyone has a voice, but part of what makes it a great place to work.

1,0
29 mag 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Emser Tile has always had strong product and strong people. Under Carl Delia, it finally feels like the leadership infrastructure is catching up to match both. I am genuinely optimistic about where this organization is headed and proud to be part of what comes next.

Svantaggi

Our Talent Acquisition Manager is not delivering at the level this organization requires. The sourcing approach appears driven more by personal affinity than by business need, and there is a concerning pattern of recommending leaders who may be more likely to accommodate underperformance than to challenge and elevate it. The result is a talent pipeline that protects the status quo rather than strengthening the organization. This needs to be addressed directly and promptly.

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