Age-old tale of mismanagement - Fire/Life Safety Technician CertaSite Employee Review

We appreciate your feedback and are glad you enjoy your co-workers and the flexible work schedules. Based on our most recent employee engagement survey, more than 90% of our employees agree with you about the flexible work schedules. To that, 80% believe CertaSite is a great place to work, a number which increased from the previous year. Your review shows you’re a current CertaSite employee, and as a current employee, we would hope you have discussed many of the items you’ve mentioned above with your current supervisor or HR director. Through our CertaSite Academy, employees can create their own path and rise to the top. It’s up to them and their dedication to their role. If you want to continue learning and growing, it’s on you. CertaSite provides employees the opportunities, but it’s up to the employee if they want to take them. To go along with this, we are currently working on beefing up the CertaSite Academy and introducing a mentor program that can help with a variety of training. In regards to your micromanagement statement. Everything we do at CertaSite is for our customers. The questions being asked are not considered micromanagement – it’s a process to hold people accountable for the work they should be doing in their respective roles. To address your comment about metrics and quotas, our company goals and numbers may seem ambitious, but they are carefully planned and drafted based on performance and predictions. It may seem some numbers are out of reach, but CertaSite’s goals and numbers are truly attainable when the right people are in the right place. We have seen this by individuals who time and again vastly outperform their quotas. Ultimately, these questions are to benefit our customers and provide a meaningful impact to as many lives as possible. At CertaSite, we always strive to live up to our mission and our vision. We are continually working toward becoming an Employer of Choice, which starts with the right people in the right seats. Communications and alignment come from that. We are diligently working on our communication amongst branches. Not only has accountability changed, but we are now conducting more transparent meetings with key stakeholders at our branches. We have initiated more in-person meetings – individually and in small groups - at branches and are reconnecting to make sure everyone from the leadership team to our technicians is on the same page and everyone is heard. Cross-functional team meetings and quarterly planning team meetings are part of our larger effort that will help keep the company aligned. We don’t take any comments or feedback lightly, and we understand every company has missteps, which we’re not immune to. But, with our new HR leadership and COO, we’re now on the path to listening more intently and realigning where we were previously off track.