Good Old Boys Club - Recensione dipendente - Customer Service Representative presso Sunbelt Rentals

2,0
7 dic 2017
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

It's better than being unemployed

Svantaggi

1. It's a good old boys club, sales reps and management get PAID and flaunt it while doing little to no work. Counter workers, mechanics, and drivers do the "heavy lifting" and carry the majority of the workload with little to no reward. 2. Profit Sharing is a joke, the company has grown and looks good financially on paper, but you will NOT see the results as a front line, difference maker. 3. Be prepared to be asked to do anything and everything and get nothing in return. 4. They hire from outside when they could promote within or they promote the least qualified. 5. Don't expect a big raise. 25 cents to 50 cents a year with no other opportunity for raises outside of yearly review. 6. Leadership will actively under staff locations in order to pad their pockets I assume. 7. No opportunities given to front line employees for feedback to upper management. 8. Medical benefits for a family of four is equivalent to 1/3 of your paycheck. 9. Training and communication about standard operating procedure is almost non-existent.

Esplora altre recensioni su Sunbelt Rentals

5,0
5 gen 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good benefits, pay and voice is always heard.

Svantaggi

Work life balance could be a little better.

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Risposta di Sunbelt Rentals
5mo
Thank you for this 5-star review! We appreciate your feedback and hope you continue to grow with us. Thank you for all you do!
2,0
27 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

company truck, company gas, expense account

Svantaggi

Coercive Non-Competes: Instead of retaining talent through fair pay and competent leadership, management uses overreaching non-compete agreements to trap their workforce. Seeing colleagues like Zane bogged down by these heavy-handed tactics shows a fundamental lack of respect for employees' career mobility. Pervasive Micromanagement: Leadership insists on controlling minor details, bottlenecking progress and alienating competent employees. The Sunk Cost Fallacy: Instead of learning from mistakes, senior leaders consistently double down on poor decisions, driven by an unwillingness to admit fault. The Peter Principle in Action: The executive team suffers from an overinflated sense of their own acumen, which barely masks a fundamental lack of competence. People have clearly been promoted to their level of incompetence.

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