Great Career Move to Get the Job You Really Want
Pros
Melaleuca is a great place to learn and perfect your craft. Spend a couple of years with Melaleuca and you will be challenged, stretched and pushed to accomplish more than you thought possible. It is the proving ground that everyone needs to get ready for advancement and success in ones career. Employees learn best and worst practices in business based on the Melaleuca model, where both are embraced. Melaleuca has become known as prime hunting grounds for professional recruiters. They know the quality of people Melaleuca churns out, as well as how easy it is to entice top performers away. Perform well at Melaleuca, build a reputation for yourself, and you can pretty much write your ticket to any other company of your choosing. The big win with Melaleuca, is that it is a great step in one's career path, but not the place where a career will be sustained.
Cons
Salaries and Recognition are the two biggest cons at Melaleuca. There is this unwritten rule at Melaleuca that limits ones ability to grow with the company. Once on-board with Melaleuca, all raises are limited to no more than 10%. It is often said that the rule doesn't exist (and it may very well not), but the philosophy is alive and well. Additionally, as salaries across the country have continued to climb, management continues to hold salary levels for existing employees, rather than adjusting to remain competitive within the market. The justification is based on COL in Idaho Falls, but with telecommuting becoming a standard across business, this justification no longer holds water. We can now benefit from higher salaries and continue to enjoy the low COL of Idaho Falls. Recognition is where Melaleuca loses a significant number of its highly qualified people. Team members across Melaleuca choose to work long hours, sacrifice personal & family time, holidays, and weekends in order to deliver for the company. Executive Management talks a good game when it comes to recognition, encourages managers to recognize performers, but when it comes time to reward outstanding employees, approvals for spend are few and far between. Frank loves and rewards loyalty. It is one of his core values and it is a two way street. He is loyal to his people and those who are loyal to him will be rewarded. However, loyalty is defined as longevity and longevity does not equal performance. It has been my observation that high performing individuals are often overlooked and those with longevity are rewarded.
