Snapsheet reviews

The comfort does not allow for sick days, power outages nor weather related occurrences that may only be specific to your region. They will curve efficiency scores only if you miss by less than 1%. -You are expected to log in and close your first file 20 minutes after- you must review file within 3-5 mins, negotiate and notate file within 10-15 mins to stay in efficiency. -Required to participate in the team chats and midday and hourly goals even if it is an added distractions -Co-polit file are pre written so you must write 12.5 per day even if you have 10 supplements 2/3 etc. and all file must be clear prior to going home or called one to reset for VM. The end of the month you must be 90% efficient to avoid termination and over 100% to stay off the VPs radar. -Shops can send bad survives because you disagree with their repair methods. Management will demand you apologize. You are not a negotiator you must make the shops happy and with a smile if you become combative or directly disagree on a shop request you are fired. No professional disagreement with HR or managers they comb files to find a reason to elevated straight to final written warnings despite most having to be trained due to the department not being aligned. You can expect the CEO or VP to drop a couple of F-bombs or profanity glitters during team or townhall meetings. Capped salary unless you are exceed goals, no annual or merit raises, no overtime unless short staffed nationwide. **Notice** NONE -not one person of color in management- you will be consider combative with every disagreement.

Ok let me see what I can add that hasn't already been talked about here. It's true everything is about productivity how many estimates or supplements can you get done in a day. It's the only thing that matters in the company. Meetings with your team, developing your team, or just taking time to get to know them all become secondary to getting as much work done as possible. The development is a big problem. Pre pandemic all managers at this company were internally hired when leads and managers could still take time to develope future leaders. During and after the pandemic all that stopped in an effort to reach a unicorn goal of where the company wanted to be with their open inventory because of this new focus the company has had to rely heavily on hiring managers from outside many of which did not last. During an annual survey this was brought up and a new employee development plan was created. After several weeks of teaching the program how to use the program with their subordinates it went live. The program didn't even last 2 hrs when managers and directors noticed productivity was down due to reps being in their development meetings with their leads the directors immediately cancelled the program. I get companies have goals and this companies goal is to reach a low inventory but they have been trying to get to goal since 2021 without success. I'm still at the company but days are numbered I'll be leaving soon. But if you are looking for a company that just wants you to produce the maximum amount work possible then this company is for you.