Results 115 to 120 of 141
08-21-2012 11:12 PM #115
As for some of the other issues mentioned, I could not agree more. The metric system seems clearly designed to insure that there is no way anyone can control their own success. There are a number of factors that we have little or no actual control over such as customers canceling jobs, having or not having internet available, and equipment or other problems being counted against the tech.
Many of these same metrics are used to determine promotion. Not that promotion is all that important anyway since the scheduling is not determined by your level but by your job performance so from a corporate income perspective there is no reason to promote technicians since they can pay less for the same or more work. In the nearly two years I have been working there has been only one tech (in our shop of nearly 40 techs) who was lucky enough to get all of his stats to line up at the right time to be qualified for promotion and despite his relative success he quit for another position before his promotion could be carried out.
Not getting promotions may not be all that big of a deal if the company provides reasonable raises, but that is clearly not the case. In my personal case I started work pretty much at the period of performance review, meaning that my first one was a year later and covered my first year of work. During that year I learned a great deal and worked hard. I got to the point that I was doing the same amount of work as the highest level techs about 2 out of every 3 days, I was named as tech of the month for one month (an entirely metric determined title), and learned the technical system so well that the managers often mentioned me as a contact for other techs in case of technical problems. During my job review I was told that my performance was "meeting expectations" and my raise was 0%. I thought that perhaps the issue was an isolated one but discretely asking around I found out that very few guys received raises and the ones who did received very small ones.
As for employee appreciation, it is practically nonexistent. The last holiday season we had no office party or anything of the sort, the only thing in any way festive was a tray of holiday cookies that showed up in the warehouse area one day shortly before christmas. Upon looking at the cookie tray I noticed a little card, picking it up I noticed that it had been sent over by the local company that takes care of the maintenance for our fleet of vans. They provided much more holiday cheer and appreciation than our own actual management.
And the overtime requirements, we have been working required 5th days for a good while now, which means that aside from our regularly scheduled 4 day week of 10 hour days (that are often really 11~13 hours and sometimes more like 15~16) we are required to work a 5th day of exactly the same length. We're told this is because of the amount of work that is building up and we are falling behind, yet I have talked to many customers who have told me they are shocked how quickly we have come out and even some that have told me their appointment was set for days after I was there. On one of my 5th days I even talked to our dispatcher who pointed out that they were having trouble finding jobs they could pull forward so that all the techs in the field would have things to do that day.
The policies in effect do not reward people for doing good work. The difference that we see in payment or bonuses for great work vs barely passable work are small or sometimes nothing at all. Luck plays a much bigger part on bonus payment than actual work performance. There is basically no possibility for advancement or promotion or any sort of career design or planning.
Oh, and one final thing. There was some complaint about weather issues. As techs driving is a part of our job so you would think that perhaps on days with weather so bad that travel is discouraged we would work less but that would be wrong. Snow has not once caused even a lightening of our routing much less any sort of canceling or delaying jobs. I remember one day this past winter which saw a blizzard in our local area. We of course were expected to work a full day, which we all did. As I was returning from my day of work, tired and stressed from the work as well as the driving in the snow storm I unfortunately was involved in a minor traffic incident that was entirely due to the weather conditions. The result of the incident is basically the same as if I had intentionally caused a traffic accident, any additional traffic incident within a year will get basically get me fired, despite the fact that local government and basic logic both say there was no way anyone could have been totally safe driving that day with the weather conditions.
That's about all I've got for now since I have another early morning of work tomorrow and then I have to figure out how to get off of my 5th day this week since I very luckily have a job interview with a different company but I am out of (unpaid) sick time and learned too late to use paid time off for the day.
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08-21-2012 11:39 PM #116
08-22-2012 01:21 AM #117
This is the best review I have read about the company and agree 100%:
08-22-2012 05:28 AM #118
08-30-2012 09:42 AM #119Yeah, I switched
I had an experience with a recruiter at Dish Network a few years ago that gave me a tremendous perspective on the company's culture. I was at a recruiting event chatting with a young woman who gave me her business card. Her title was Recruiting Manager. "Are you busy?" I asked her.
"We're swamped," she said. "We have so many openings, we're going crazy. In fact, I was hoping we'd meet some likely candidates here at this event, but it doesn't look like that's going to happen." I gaped at her. The event where we were chatting was clearly a networking event for HR and recruiting types.
"What sorts of people are you looking for?" I asked. "Hispanics," she said. I gave a weak laugh. "But really," I said. "Hispanic employees are our best workers," she said. "They don't complain about the pay." I was disoriented. "But --- you realize that you can't favor one ethnic group over another in your hiring, correct?" I asked, fumbling for words. "We'll hire anyone who's qualified," she said. "But we prefer to hire Hispanic people."
"Is your background in recruiting?" I asked her. "No," she said. "I was a Call Center supervisor until a few months ago, when our Recruiting Manager left. They gave me the job." "There are some absolutely essential things you need to know, if you're going to be recruiting for your company," I said. "Are you familiar with the EEOC, for instance?"
"I'm not!" said the young woman, grabbing her pen and notebook. "Is that an association of Hispanic job-seekers? Do you have their number?"
08-30-2012 02:02 PM #120<- Yeah. I feed that.
-It's "couldn't care less", not "could care less".
-It's "would've", "should've", and "could've", not "would of", "should of", and "could of".
-It's "voila!", not "walla!" (That's right. You've been speaking French all this time.)
-The first word in each sentence should be capitalized.
-A period goes at the end of each sentence.
-Commas are also a good idea, on occasion.