Hung around for a few weeks and not a word was said about it. Walking out of the review I knew i was gonna quit. They proceeded to tell me it’s an entry level position and they couldn’t give me more than the dollar an hour they gave me (entry level position managing people?) then they said I needed to sit down and write a complete job summary because they “didn’t know what i did everyday”. I told them I felt they needed to pay this position more, It’s a one man show with no help from anyone, doing all the shipping/recieving, core and returns, cycle counts, staging parts for the whole place, stocking the showroom and warehouse and keeping everything organized and clean. Tell me I am gonna start managing the delivery drivers. They proceed to stick with how I have done amazing. So I was VERY excited for my 90 days after seeing the culture and how Rush was. Got told what an amazing job i had been doing, even got nominated for a company award my first month for doing so well. The warehouse and everything I was “in charge” of was in order and completely efficient in my first 90 days. Went in, completely fixed all their issues and helped give them solutions to issues they were having with shipping, receiving and inventory. They gave me a warehouse manager position because of my resume. Got interviewed for a parts counter spot. Communication between higher and lower ranking positions, even within the same department, is rare and highly stilted/non-transparent when it does occur, to the point that office gossip almost always proceeds direct communication between ranks and is even more trustworthy.Ĭonsidering the management as a whole does not view my listed cons as notably problematic, I’m - more. Decades behind the majority of companies in terms of diversity & inclusion (D&I) initiatives many top-tier leaders within the company are unfamiliar with the term and/or openly deny that any such programs within the company even exist. Low (corporate) employee trust in the company and sometimes in each other depending on the team (culture as a whole permits and even encourages backstabbing) very rarely will someone who doesn’t intentionally switch departments last longer than 5 years with the company. This is true even when leaders’ personal interests may clearly hurt the company from a financial, ethical, and/or practical standpoint. Generally disengaged leadership that places little tangible value on employee retention or even the company’s own bottom line project undertakings and hiring/firing decisions rarely have undisputed, documentable logic behind them and instead are commonly based upon leaders’ personal affinities or dislikes. Recently renovated corporate office (end of 2022) with paid covered parking option available Relatively high salary offering typical (though not outstanding) benefits offered It does not store any personal data.- No odd work hours/typical 9-5 good work-life balance is the norm and expectation The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. The cookie is used to store the user consent for the cookies in the category "Performance". This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other. The cookies is used to store the user consent for the cookies in the category "Necessary". The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional". The cookie is used to store the user consent for the cookies in the category "Analytics". These cookies ensure basic functionalities and security features of the website, anonymously. Necessary cookies are absolutely essential for the website to function properly.
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