Goodway Group reviews

They have a habit of promoting people before they are ready so they are staffed top to bottom with a fairly incompetent layer of middle managers. This is the place to find all the "linkedin rock stars" that are incredible at selling themselves and very light on results. Unfortunately for you those are the people that Goodway rockets to the top and are more than likely going to be your manager. You will notice the positive reviews on this site tend to come in waves. That is because Goodway monitors this site and will ask their "rock stars" to come post positive reviews after too many negative reviews pile up.

As you can tell from the other reviews, there are many employees who love their job at Goodway. It is important to note that Goodway puts a lot of focus toward their standing on Glassdoor and other similar sites and actively solicit reviews. At one point we received an email encouraging us to complete employee experience reviews on external sites. The email went on to say that if we did not feel we could give a 4 or 5 star review, we should visit with our supervisor before posting. I feel this action deterred objective reviews from employees that have had less than perfect experiences. I would encourage prospective employees to keep that in mind while reading through additional posts. I unfortunately had a poor experience working at Goodway and would not consider returning if given the opportunity. I endured long hours, poor work-life balance, highly stressful conditions and did not feel that I advanced any job skills needed to meet my future career goals while working there. The training program I went through as a new hire was not relevant to the work I was ultimately assigned, so I felt set up to fail when I was finally assigned work several months later. Supervisor support was severely lacking and I worked alongside several difficult co-workers. Success at Goodway seems to be defined by the team you get assigned to and the friends and contacts you make. Recently, job tiering was announced to offer promotion levels within non-sales roles. Placement in these tiers did not follow the decision tree document they provided and seemed to be based on management opinion. Annual performance reviews ratings were also heavily subjective and did not line up with other scores given within the review process. Requests for feedback are often pacified with vague answers or totally ignored.