Harmons built three stores within a year. After the third store opened they called an all-employee meeting and cut the pay of hard-working associates (some with over 30 years + invested). They also eliminated positions, saying they had to be smart as a company and watch their bottom line. The eliminated positions and labor cuts caused associates to have to skip their breaks, managers in particular, and run departments with skeleton crews. After the cuts, the board members increased their salaries by 30 percent, took extravagant trips out of the country and bought new cars. After four years, Harmons finally gave their associates a cost of living increase, but they had to prove they were worth it before they got it. Harmons bases every promotion decision on the Simmons Survey, which breaks down a person's character. They have "Understanding Character" classes for a few chosen (not all leaders of the company get this privilege). The core group of leaders that have the opportunity to grow go on trips "retreats" all over the country (they recently went to Germany) to understand, well - character. Harmons transfers associates on a regular basis without warning or consent. They create new positions without providing adequate training, only to turn around and eliminate the positions, and then create new ones.
