In less than two years, 26 employees have left the Florida team. That number alone should tell you everything you need to know about the reality of this role.
The expectations presented during the interview process are extremely misleading. Candidates are told they can expect to make around $80k in their first year and $100k+ after that. In reality, while I was there not a single person hit quota. The earning potential that is promised simply does not exist in the Florida market.
Travel expectations are also completely misrepresented. I was told travel would be limited to a few weeks during busy season (August–December). Instead, I spent 165 nights in hotels in one year. Much of that travel involved driving hours to locations only to discover that we didn’t even have access to the customers we were supposedly there to meet. Many of the “opportunities” we were sent to pursue were never real opportunities at all.
The root of the problem in Florida is leadership. The current manager has never worked in a sales role and lacks the experience needed to lead a sales team. The result has been lost accounts, poor strategy, and a complete lack of growth in the market. The approach relies heavily on union partnerships, yet many union leaders openly express frustration with the manager’s communication and leadership.
Even beyond the lack of opportunity, the work culture is extremely difficult. Despite the company marketing itself as family-oriented, employees are routinely expected to travel on holidays and weekends with little regard for personal or family commitments. Requesting time off or declining travel on a holiday often results in negative reactions.
Professionalism within the team is also a serious concern. Employees are frequently discussed negatively with other colleagues by the manager, creating a culture of gossip and distrust rather than teamwork.
With the amount of turnover and the lack of revenue growth in Florida, it is difficult to understand how this leadership situation continues. Until there is a major change in leadership, the Florida market is unlikely to improve and the cycle of turnover will likely continue.
Anyone considering this role should ask very detailed questions about turnover, travel expectations, and quota attainment before accepting the position.
