D.R. Horton reviews about "upper management"

The company culture (we're a family messaging) is a facade meant to cover up a culture of hierarchy and exploitation. Upper management and middle management are filled with sociopathic narcissists who spend their time making other people's lives worse. Do not expect honesty from anyone here and do not be naive. Don't expect their definition of work life balance to be the same as yours.

Each division is run as it's own profit center. While company policies are the same from division to division the autonomy afforded to upper management can and does get abused. If you're a sales leader watch your six your hard earned commissions can be stolen if that deal hasn't closed in 30 days of an "at will" termination. It's an old game in the new home biz. Managers count their bonus first and walk on sales people to get there.

I strongly caution potential employees about this company due to significant issues with management and pay structure: - Employees are classified as W2 in Virginia but receive no base pay, meaning all income relies on lead generation. This creates immense pressure without guaranteed compensation and this also includes your insurance. if you have no pending commissions the corp office will call and ask you to pay for your insurance so be careful to even enroll.. - The requirement to be present in the model from 10 AM to 6 PM without pay is a burden, especially since leads are not provided, forcing employees to perform outreach without compensation. Which would be okay if they had traffic or plan to create traffic but its all on you 100% no excuses or exceptions unless you are good with management which is not based on preformace like management claims. - Management is inconsistent and often unresponsive, leading to frustration. There is a clear lack of loyalty even towards upper management, with many feeling unsupported and undervalued. - Favoritism is prevalent, with senior representatives enjoying privileges that are not extended to others. This creates an unfair environment where performance standards seem to apply selectively. - The overall morale is undermined by poor management practices, with managers openly complaining about the director of sales while providing contradictory statements regarding rules and expectations depending on who you are OR who you know If you are a good sales rep, don’t waste your time here. Seek opportunities where your talents will be recognized and rewarded.

You will not hear from upper management and will not understand the health of the company.

Upper management has ungodly expectations, improper communication to teams, plays favorites with their "yes" men, no room for growth, paid lower than most companies, no structured employee review process, no structured raise process, everything is at the hands of your upper management if they even care to look at your team for more than a second before walking back to their secluded office.

Work life balance, poor pay to trades leads to poor workmanship which leads to the Superintendent to have to go to great lengths to get the most basic of things done. If you’re not within the clique of certain personnel you’re judged more harshly. The build times on homes do not allow you to ever meet the maximum bonus potential. That “max” bonus is elusive and nearly impossible to attain without sacrificing quality. The trade base is often stretched so thin because they took on so much work that the superintendents have to deal with trades that cannot keep up, yet after thorough explanation to upper management nothing is done about it.

16 hour days. Since it's a Wall Street company, emphasis is on quarterly results- passing garbage houses onto clients so upper management can get their bonuses. Rare to find houses specced to code, some homes were literal death boxes with the garbage methods used to construct. (It saves money to build like that which means more bonuses for upper management). Chronically understaffed- since hiring sufficient staff would cut into upper management bonuses. Upper management always spoke terribly of people who left, like they were subhuman. Upper management bought out the cheapest subs and expected you to train them in their trade amidst everything else you had to do. Chronic liars in upper management who always punched down. Turnover rate in my position was 100% in less than 2 years<-- that speaks for itself.