Pros
· Resources available without question—managers are given the green-light to purchase food and water, etc. for employees on the fly without being questioned. · HCI is an innovative company willing to invest in new things or try new methods, which will definitely help make it grow and flourish in the long run. · Managers meeting is something I always look forward to. I enjoy spending time getting to know other managers and hearing from the motivational speaker. · Flexibility in schedule—although we have to work holidays, nights, and weekends, it is noted and appreciated that there isn’t much said when we need to leave early on occasion or take a day off for a doctor’s appointment, etc. (unless it happens to be Labor Day weekend…haha) · Approachable management team and open-door policy. I appreciate being able to have a relationship with the owners of the company and having opportunities such as this one to feel comfortable enough to voice my concerns
Cons
· Custom Design Benefits. Simply stated, since this became our insurance company, my family has had nothing but headaches and poor service. I know insurance companies in general get a bad rap, but this one has been far worse than all the others I've ever dealt with. This was a huge consideration for me when making my decision to leave the company. · More transparency in opportunities within the company. I think job openings should be posted internally and delivery drivers and other employees should be encouraged to go through an application and interview process. Also, as I suggested a couple years ago...HCI needs a management training program in place. · Managers are required to wear too many hats. We’re HR people, we’re operations people, we’re sales people, we’re crisis management people, we’re maintenance people, we’re delivery drivers, the list goes on and on… This is not the HCI in Sayler Park—the company has grown exponentially as well as the duties The managers are expected to do too much and there simply aren't enough hours in the day, week. · That being said, the managers are doing so much without the compensation. Payscales need to be reevaluated based on some updated job descriptions and market conditions—especially in the larger markets. I am accepting an entry-level management position with Kroger and only have one hat to wear and my new salary is considerably more than I’ve ever made at HCI. · Work/Life Balance—I understand that the business requires managers to work weekends and holidays, but the nights and the on-call nature of the job make it difficult to make plans and have quality family time. I almost gurantee if you did a company-wide survey of HCI-wives, you would see a 50% satisfaction rate at best. · Lack of communication across the chain of command—many times I’ve experienced different levels of management contradicting one another or giving different orders than another manager has already given. Sales and operations often contradict themselves or have methods that are preventing one or the other from reaching their intended goal. · Overweight trucks. Simply put, I did not want to be around to see the day that a driver had an accident that killed someone and I would be summoned to testify in court as to whether or not I was aware of the trucks going on the road in an overweight capacity. Safety needs to be prioritized ahead of numbers. · Overreacting to small situations. One bad lemon causes the company to change the standards based on the minority. For example, is it really necessary to change the money order standard because of a few isolated incidents of lost money orders? The deposit is the drivers' responsibility whether it's in money order or cash form.