Servpro Industries reviews

Thank you for your comments. When new employees start with SERVPRO, we hear about our Gallatin Corporate location being “out of the way.” Individuals assume we are not able to recruit people. But, after candidates research our company’s success, interview, tour our campus, and realize the quality of our work force, services and technology, most candidates see something very special about SERVPRO. The company owners work “hands on” long hours to provide the strategic direction and support to grow this company. Our company is professionally managed. We periodically conduct all-employee and “pulse” surveys to identify and build on the company’s strengths and improve areas of concern, some issues connected with the “growth pains” of a successful growth organization. Based on company location, aggressive goals, etc., we have improved work-life balance initiatives, expanded remote commuting and scheduling flexibility with specific jobs that can accommodate flexibility by high-performing employees in those roles. The result has been improved employee engagement and retention. Yes, HR conducts Exit Interviews with employees who voluntarily resign. But, unlike many companies, HR summarizes its Exit Interviews, combines this data with other Employee Survey data, and uses this data to recommend work environment enhancements to our Executives for consideration. Not all recommendations are approved; but, each year we improve our work environment based on employee and leadership input. There are reasons SERVPRO has been rated a top 10 Franchisor in the United States.