Employee worked multiple depts - Anonymous employee Manheim Employee Review

Very poor communication betw employees, managers and supervisors - all way to the top, on daily, if not hourly basis. Deliberate culture maintained by mgmt describe as: "if no need to know then mum's the word" - shielding corporate driven policy changes, benefits changes, procedural, admin changes that have been discussed and are known in advance, from non-mgr, non-supervisor employees. RESULT: Resentment, mistrust. Lack of LONG RANGE vision as to effect s that knee-jerk decisions have on employees. You refuse and thus fail, to acquire direct input from your employees who PERFORM the work across depts. You are therefore faulty in your assessments of operations needs, including apppropriate staffing. Internal, direct, employee poll indicates 85% of your employees at Newburgh, NY site are disenfranchised and mistrusting of mid to upper level mgmt as result. Major mgmt faux pas include infrastructure decisions: failure to research and supervise new flooring installation, failure to paint lot objects to maximize safety, failure to routinely repair potholes, failure to accurately assess fluctuating needs for staffing, failure to develop matrix to monitor and maintain equipment, such as vacuums, bay flooring, failure to conduct thorough background checks on potential employees, failure to secure contract for professional snow removal (you can't clear 1/2 mile of snow driven property with a couple of Ford trucks), failure to monitor dealer/guest check-in credentials (makes many staffers nervous), failure to unilaterally train ALL staff in ALL DEPTS how to utilize Cox' tech-driven web applications - 7 diff websites must be accessed to acquire employee info, failure to adjust senior employee's hourly rate to reflect current market hourly rate for new employees. As a billion dollar, multi-industry company that includes all encompassing media, its time to compile into ONE.