Over worked under valued - Recensione dipendente - Dispatcher presso Sunbelt Rentals

2,0
26 set 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Interesting industry. Able to gain experience on different types of machinery. It's nice when you can help someone complete a project or to know that you had a hand in building something.

Svantaggi

Management is very disconnected from what actually goes on in house. Most have been there for years and feel that they've "earned" the luxury of being able to do very little work. It seems as if the only time change happens is when something goes negatively for management. After a few weeks though it's all back to normal. There is definite favoritism when it comes to the sales reps who get to just push orders through and everyone else has to figure out how to make it work even if there's no possible way it can. If there's ever a problem the first response is to find someone to blame as opposed to taking care of the issue first. It's as if we're not on the same team.

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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