-Hire in at low rates, and only opportunity to earn more is with yearly 3% bonus.
-3% bonus is not guaranteed even with perfect yearly review as managers can take a portion of that allotted percentage and give it someone else. This is often positioned to employees as "budget cuts," but it's not. Masco allots for a 3% annual raise per employee per year. The reason you don't get your 3% is because your manager didn't want you to have it- again regardless of your performance record. If you are a manager and want to give an employee more than the annual 3% be prepared to take that percentage away from someone else.
-Manager 2 levels get an additional percentage pay bonus. To prevent more employees from making it to this level Behr fabricates "company policies" as to why one might not qualify for a promotion to a higher management level. However, these "policies" are constantly broken or made exception to for those favored by management.
-Marketing department has a "Queen Bee" CMO, who promotes those she has had a hand in hiring, and plays favorites. Favors "yes men" and prefers to outsource than use her internal teams. Team moral is low because of this.
-Exclusivity contract with The Home Depot has eliminated any free thinking at Behr. Behr, at this point, mainly responds to Home Depot requests. This is just the way it is.
-HR leadership is HIGHLY toxic- expect a lot of turnover in the department. Have an issue? Need advice and guidance? Get ready to walk out of there feeling worse than you walked in.
-Though annual company betterment surveys identify issues with upper tiers of management, they are exempt from having to change or do anything differently. Lower levels of management are instead expected to enact the changes.
-Women's leadership is weak. Behr is still hiring women that lead and manage like men and ignoring those they have that don't. C suite is still primarily male and white.
-Jeff Filley, the company president, is most comfortable with what and who he knows. Not a big fan of change, he will keep toxic people in place rather than let them go, much to the detriment of his company's health. He has lost more amazingly talented people than he has kept in holding on to his favorites.
-If you are coming in as a new manager, to stand any chance, just assimilate to the Behr way as quickly as you can.
