Pros
- Professional Growth: The role allowed me to develop significant skills in operations management, sales, marketing, and team leadership. I gained expertise in architectural platforms, accounting, and forecasting while managing multiple locations. - Expansion of Responsibilities: Starting with two locations, I grew my role to oversee territories across Texas and Tennessee, demonstrating trust in my abilities and providing invaluable experience. - Resourcefulness and Adaptability: The unique challenges, such as working without designated office space or internet, honed my problem-solving and resilience. - Diverse Team Building: Leading a maintenance crew with a language barrier encouraged me to learn Spanish, fostering better communication and relationships. - Support for Travel Needs: The company provided travel, lodging, and transportation support when visiting or training at other locations. - Strong Relationships: I built strong connections with colleagues, corporate staff, and clients, which enriched my professional and personal experience.
Cons
- High Turnover: I witnessed over 16 colleague departures during my tenure due to unclear direction, poor management, or abrupt policy changes, which strained morale and continuity. - Inconsistent Policies and Tools: Frequent changes to procedures, software platforms, and email systems created inefficiencies and constant retraining. The reliance on free trials often disrupted operations. - Compliance Challenges: Properties faced repeated investigations due to permit violations, failure to follow building codes, and cutting corners in compliance, complicating daily operations. - Resource Limitations: The lack of basic resources, such as internet access at key locations, forced reliance on personal devices, which hindered efficiency. My office space was reassigned for leasing, leading me to work from a utility closet, car, or corporate house without furniture or internet. - Bonus Policy Changes: The elimination of a sales bonus structure after one cycle negatively impacted morale and fairness, especially for temp employees who were required to perform sales duties without equivalent benefits. - Lack of HR Support: The absence of an HR department led to inconsistent onboarding processes and reliance on temp agencies, creating ambiguity in roles and responsibilities. - Cultural and Leadership Challenges: Leadership decisions often lacked empathy and transparency, such as abrupt reassignments, role eliminations, and terminations without adequate explanation. The final act of being terminated mid-day without the chance to say goodbye to my team was particularly disheartening.
