D&M Leasing reviews

Thank you very much for your feedback. I must respectfully disagree with your assessment. There is no question that tenure at D&M and all companies for that matter will typically yield a higher output of sales as your portfolio grows and experience sets in....to be more specific, over 50% of the current sales staff in the Dallas office made anywhere from 100,000 – 225,000 in their first 12 months of employment when they started at D&M. The other 50% are still within their first 12 months or came very close to 100,000 in their first 12 months. Dallas only represents about 35% of the company's sales force across the state and those same metrics remain consistent throughout the other offices within our company. I would argue that if you are more talented than 50% of your peers you would easily make 100,000+ in your first 12 months of employment and it should only increase annually from there as your experience within our company grows. We aim for a 100% retention rate for our new hires, unfortunately we failed in your instance but we certainly wish you the best in your future endeavors.

The management team at D&M operates with a high level of support, communication and respect for our employees. The average tenure of our agents at D&M between seven and eight years seems to bear this out as does the fact that our culture of success tops our industry. Our employees have benefits including a 401k program and family-friendly hours compared to our dealership counterparts. Most of our employees find that D&M Leasing is a destination job and a strong career move. There is no question that the working environment is high performance. Management oversight is strong due to the large amount of responsibility our agents are given. They handle all aspects of the sale including the purchase of high value automobiles and handling of contracts, disclosures and large sums of money. Our agents find this level of involvement cements their relationship with their clients and supports their careers. This review, although concerning, does not give enough viable information to address reasonably. Perhaps a specific incident led to such a vehement general response against the company, our managers and their fellow employees. If that is the case I would be interested in hearing directly from the employee to effectively address the situation. We have an open door policy at D&M as well as a Leadership Council. Each department in the company has an employee representative at the table monthly with the entire senior management group to address issues that are important to the employees. We discuss concerns fully and if an answer can be found that benefits the employees equally and makes good business sense the decision is made at that meeting and the new policy implemented. The goal is to give the employees a voice in how policy affects their performance and overall work environment. I would encourage any employee with similar concerns to contact me directly with specific information. Joe Graber President