Poppin' with P.R.I.D.E - OOS Title Clerk Zeigler Auto Group Employee Review

5.0
Nov 8, 2016
Recommend
CEO approval
Business Outlook

Pros

The option for opportunity. I have been here for almost two years and have jumped around positions. It truly has been a blessing being able to figure out where I fit in best for myself and this company, I have loved all of the support along the way. I believe that receiving positive feedback and making sure employees feel important is a must. Zeigler's always gives credit where credit is due.

Cons

I feel as though some of our managers are stretched thin with managing more than one store, not only is it hard on them, but also hard on the employees under them.

Explore other reviews about Zeigler Auto Group

5.0
Jun 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Great culture and education for their teams. It is life changing for those who do their very best with lots of opportunities to advance in the future. They truly believe in you.

Cons

There needs to be more stores in Indiana.

2.0
Jun 3, 2026
Recommend
CEO approval
Business Outlook

Pros

Great company for starting your Service Advisor Career. Culture is high tier, most everyone is very friendly and willing to help you learn and succeed regardless if your success is to their benefit. Internal recognition is a huge part of the culture here and feels very rewarding. Although this is a huge dealer group, the feel of each location is very local and tailored, and there is no "corporate bureaucracy" to deal with at any level.

Cons

Upper management/corporate management is woefully profit focused, and that attitude trickles down. Middle management or location management is often spread too thin and/or too entrenched in their ways to address the policies, attitudes, and people that are an anchor to the companies' success. While some areas have incredible managers with a huge capacity to help their departments succeed; other managers can turn a total blind eye to the problems in their department that in turn ruin opportunities for success for their peers. Change is only fast when the effect on the bottom line is obvious. Change to the recurring issues that don't have an immediate effect on the bottom line are ignored, making it impossible to know what the actual standard for performance here really is.

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