Ramsey Solutions reviews

Compensation is weird. Most people don't make what they could make elsewhere doing a similar job. However, if one has been there a long time, they may well be making an exorbitant amount more based on the compensation structures. They make use of an excellent personality profile system called the DISC. But generally, unless you have a lot of D, you'll never be considered a "leader" and promotions will be difficult to come by. The interview process is lengthy, and it's in the name of finding high quality people. And they do find amazing people who they then treat like untrustworthy children instead of adults. Most leadership does more monitoring employees to make sure they're at their desk and not a few minutes late (and thereby "stealing from the company") than actually inspiring and leading. They also tend to fall lock step with whatever Dave says or what they think he would say which discourages any change in the way things are done there. The "No Gossip Policy" is a great idea in theory. While it states that positives go everywhere and negatives only go up, it also causes a lot of drama. People still talk about things–especially the negative–and it gives them the chance to talk it out with someone who could be going through something similar or have already gone through it and they could shed some light on things before they escalate. If you even think you might be interested in looking for other opportunities, do not voice that as they will usher you out quickly according to their belief that "if your heart leaves, your butt follows." When people do leave or are asked to leave, there is what some Lamponians refer to as "quiet turnover." People are gone and no one knows what happened. That's great if something personal happened and they are trying to honor that person by not speaking ill of them, but many people just leave because they truly have better opportunities. And that makes it look like Lampo doesn't want people to know there are other opportunities out there. There's a good bit of "Kool Aid drinking" there, and Dave speaks often of wanting people with a "crusade mentality." For the vast majority of people there, it is little more than a job and a chance to work with some nice people. But with very little room for advancement, low wages and no flexibility, there is not much to keep the spirits up. There is no flexibility in scheduling. Their idea of "flex time" is moving your shift up an hour. Once you choose that schedule, you are stuck with it. They're incredibly rigid with their view of time and work setting. They tout that their work hours are from 8:30 to 5:30 and then you go home. However, that is not the reality for everyone. So, if you have a work related event that causes you to work over the weekend or in the evenings, they consider that a voluntary thing and you are not compensated financially or with time off. Dave has often said "If I have to put a time clock in, I'll shut this place down." But just try being even a few minutes late. There are advisors that have been there for years, made millions of dollars for the company and are treated like some teenage McDonalds worker if they come in late. For most everyone in the office, there's no assembly line or customers waiting at the door, but sitting at your desk ready to work at 8:30 the only acceptable thing.

1. Don't expect you'll go to work for the "best and brightest" managers. The owners favor loyalty above all else, and tolerate mediocrity (despite what he says on the radio). In my time there, I worked for a manager that lacked class, tact, education and any semblance of real world experience. In addition, the owner is slowly hiring ALL of his children in leadership roles. Need I say more? 2. Compensation is poor. The organization leverages the fact that many people want to work there by paying less than market value for labor. The big lie is that "you will be able to make more money working here than you could earn anywhere else." This is ONLY true if you work directly for the owner, are close/personal friends with the owner, or are a slick salesperson with mad closing skills. Very few people actually get these roles, so don't believe the hype. You WILL make less than you're worth. 3. With over 300 employees now, Lampo is not too dissimilar from Corporate America. Yes, it is run by Christians, and they're not afraid to say that. However, with a company that size, you can't reasonably expect that every division will be ran by someone who is mature in their faith. 4. The organization is desperately trying to stay relevant by linking its brand to younger, hipper versions of the radio host himself. However, none of them have the brand power or killer work ethic that their founder had/has. They grow incrementally every year, but not nearly the way they did back in the "glory days." 5. The organization has a strict "no gossip" policy. The owner goes so far to say that you will be fired if you're caught gossiping. Again, this is only strictly enforced if you're a newbie. If you're friends with the owners, you need not worry. In my time there, I saw several "old timers" light up other employees without hesitation. 6. They put A LOT of stock in DISC personality profiles. You will be required to complete one during the interview process (if they're interested in you), and your ability to handle the job you're applying for will largely be determined based on how you score. (Tip: You want to score high on the "D" category, which is basically "Type A" personality. Trust me.)