C.S.T. Consultants - Sales Rep | Glassdoor.de
  1. „Sales Rep”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter in Edmonton, AB
    Empfiehlt
    Positive Prognose

    Ich arbeite seit mehr als 8 Jahren bei C.S.T. Consultants (Vollzeit)

    Pros

    Be your own boss. Unlimited earning potential. Make your own schedule. Amazing bonuses available. Most flexible plan for children's education.

    Kontras

    Have to keep yourself motivated. Don't get distracted by anything. Hearing no starts to become personal. Each week is a new pay period so there is no guarantee of income

    C.S.T. Consultants2016-12-14
  1. „Summer Student CSR”

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    Ehem. Mitarbeiter - Anonymous 

    Ich habe bei C.S.T. Consultants gearbeitet (Vollzeit)

    Pros

    They put time and effort towards training employees.

    Kontras

    It can be stressful at times.

    C.S.T. Consultants2019-09-14
  2. „For most this place is dreamland but for Professionals its a nightmare”

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    • Work-Life-Balance
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Praktikant - Manager in North York, ON
    Empfiehlt nicht
    Negative Prognose
    Stimmt gegen Geschäftsführer

    Ich habe für mehr als ein Jahr bei C.S.T. Consultants gearbeitet ()

    Pros

    - None- management employees are amazing and dedicated - Rewards and benefits if that's what you are looking for in a company - Some tenured employees, take new employees under their winks to help them adjust, there are great compassion and care among employees for each other. - New and old blood has the desire to innovate, contribute and make the place better

    Kontras

    Bureaucratic Culture -Top management heavy -people have tittle for the heck of having a tittle. Some don't have credentials or experience in some areas yet still have the title. Lots of political stuff and culture are closed-minded, and staff primarily consists of people who have been there for 10+ years and burnt out from trying to improve the place. New staff discouraged very quickly as a result of creating a... complacency culture. Criticism and feedback hardly taken and often ignored. People are poached with big promises but quickly disappointed either pushed to leave or terminated without notice. A culture of recruiting undercover while the employee is wholly blinded then let go — high turnover, especially in the HR department. The company does a "purge" of staff every October - November, right around bonus time. Employees are always frustrated, and at times, it comes out in rudeness. All levels of management lack focus, direction and utterly unaware of what strategy is. Every small thing that needs to be approved by the CEO or needs to be socialized; this is a place where experienced and talented professionals come to burn out and kill their careers. If you are looking to stay in one location without advancements, comply with the status quo, and need structure, then this place is for you. There is a particular dislike for people who are different or critical of how things are being done. No one has the spine to call out the elephant in the room, and favouritism is rampant because people are promoted based on tenure, hired based on personality, not on merit and capability. If you say what they do not like, you will be gone, regardless of what promises they made to bring you onboard in the first place. Many Leaders trying to bring change, but unless leadership changes or is coached on how to be a better leader, any desired change will be impossible to achieve.

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    Rat an das Management

    HR Department: communicate changes, staff onboarding and departures with employees. This is not the 1940s, and you don't act in the best interest of the company anymore. Your job is to support employees as well as the company. Be the partner you meant to be, earn employees' trust and become approachable. Spend more time with the front line and understand their needs. Leads/Managers/Directors - Your role is to... serve employees; you work for them; they don't work for you. Foster a culture of giving and receiving feedback to help you work on your flaws as a leader. You have many competent and talented professionals who are frustrated and feel stuck. Help them navigate the politics, help them bring their ideas to life. It is excellent that you are advancing people loyal to the company, but makes sure to provide proper support to these new leaders, adequate leadership training. Don't promote people for personality, what they have done, and whom they kiss up too but promote for capability, the capacity to learn and grow others. Executives - like your front line, your job is to serve employees by creating a culture where they feel supported. Give HR more power, call the elephant in the room, stand up against old ways. Treat professionals as professionals, don't create hurdles. Stop thinking small; share your vision with employees, learn to take their feedback and suggestions. Your employees do not trust you and often feel their work will go unrecognized. Stop tippy-toeing around CEO, like you all, and she is a leader in need of some constructive feedback. CEO- is a fantastic person with a great personal story. However, it would help if she spends more time with the front-line employees, and they feel ignored and unappreciated. You don't need to throw expensive parties or give high rewards. A small hello in the hallway, more freedom and less control - will keep the best. Everyone uses her name to shunt ideas, silence criticism and scare people away. Trust your leaders; they don't need to run everything by you. CST is no longer a small company but mentally is for sure small. Time to change that. To foster a culture of innovation, first, you need to give freedom to employees, earn their trust - you have great people there to achieve great success.

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    C.S.T. Consultants2019-10-11

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