Phone calls recorded and scrutinized by management - Mitarbeiter (anonym) bei BlueLinx: Mitarbeiterbewertung

3.0
15. Juli 2017
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Some folks work from home

Kontras

Management is very controlling and does not provide fair incentive and merit based pay. Instead they have created expensive centralized departments to make broad based inventory decisions and a "sales excellence" training department that reviews and rates phone calls. The stock is down 35 - 40% since Mitch Lewis took the helm in January 2014, amidst a recovery in the housing market and building materials business.

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Reaktion von BlueLinx
8y
Thank you for taking the time to provide us with this feedback. Our organizational structure focuses on empowering our locally based General Managers (GMs) to make locally informed decisions about their business. I would encourage you to reach out to your GM with your feedback. As for sales excellence, we are proud of the creation of Sales Excellence function at BlueLinx to provide our local markets and GMs with support, including coaching, training, reporting (analytics/insights), etc. We have also installed software in the past year (similar to most Fortune 1000 companies) to record inbound calls to our inside sales staff to enable our leaders to provide timely feedback, recognition, and coaching to our associates, and thus ensure our customers receive the very best quality of service every day. Lastly, our stock price is actually up 55% since January of 2017, although like many successful companies, we believe that if we take care of the customer, the stock price will take care of itself.

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5.0
7. Apr. 2026
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Geschäftsprognose

Pros

Great people, pay, and benefits

Kontras

Lack of communication sometimes from up high

1.0
13. Feb. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Not too many. They do provide logo shirts etc.

Kontras

No clear direction. Local leadership is not honest nor transparent. No annual reviews. Feedback is rare and untimely. The 80/20 business model for customer loyalty is shortsighted and surreptitious. Local GM manipulates quarterly/annual goals and gross margins effecting commissions. High turnover with Territory Managers. Conflicting sales goals and programs. Experience is not valued. Executive leadership is focused exclusively on bottom line. The running joke is instead of "Delivering What Matters" they are "Talking About What Matters". Too many generals and not enough sergeants. Some General Managers profess to be "Servant Leaders" however they are disingenuous. I wouldn't recommend working here unless you really need the job, and then, don't plan on a long and rewarding career.

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