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Continental Battery Systems

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Lowered expectations - Anonymous employee Continental Battery Systems Employee Review

1.0
Jan 28, 2016
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Smaller company with the potential to turn things around. If you like learning by trial and error this is the company for you.

Cons

A unique mix of poorly trained, unprofessional, and condescending management combined with a lackluster sales team. You'll be set up to fail due to lack of: training, staffing, simple company standards/ policies, and management that deign any questions or concerns your having. There is NO standardized process for ANYTHING in the company. Even a simple customer return. You could ask 10 people the same question and get a variety of different and usually rude responses on how to do something the "right" way. This makes you dread even asking anyone in the company a simple question because you know the type of responses your going to get. Also most management doesn't even know how to use the "new" computer system so they're of little to no help with anything relating to that. They can't even answer the most basic operational questions because most of them haven't had to do anything you'll be expected to do. Don't believe all the employee first, small company, and "family" like work environment you hear in the interviews. Best of luck to anyone that decides to work for this company. Just know what you're getting into.

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Continental Battery Systems Response
10y
Thank you for the feedback regarding what is troubling you. It sounds like you are chiefly concerned with your relationship with your manager and a lack of standardized training for your position. There is standardized training for managers and sales staff (open to all to access), but for our drivers and retail positions these are trained by our local managers. While the BSI division has not put in place a document control department outside of those working with contracts, this is used by the SPS division. And, as you know, and have experienced, with any ERP cutover the process remains in flux until a regular cadence (process) is built. After this settles down it is time to write policy, and not before. Now is a good time to begin, and perhaps your branch is the place to start. I would be happy to discuss what is going right and what is going wrong from your perspective at your branch and assist in facilitating a solution (including between you and your manager). Please give me a call. Best Regards, Todd Scott Director of HR

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Pros

Growth is at forefront Multiple distribution locations

Cons

Insurance is not great Priced above competition

1.0
May 7, 2026
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Pros

Strict no overtime policy resulted in consistent work schedules and work life balance. Gained valuable skills and maintained inventory accuracy with the WMS. Developed strong attention to detail due to the high accuracy needed for the job.

Cons

Denied combined cost of living and performance increase based on a single day of lateness, resulting in a corrective action report. Company handbook specifies that any corrective action prevents receiving either increase. Disconnected corporate structure and poor communication from main office. Branch mostly left unsupervised but held to unclear standards without training. High turnover due to management unwilling to pay living wage, causing difficulty hiring and retaining staff, especially in higher cost areas. Company focus on short-term 'resilience training' shifts the burden of burnout to employees, rather than addressing systemic issues like unlivable wages and profit-driven management practices.

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