Pros
There are some "pros". Work from home, benefits are decent, and you are able to have reasonably flexible hours.
Cons
First and foremost they will push their code of values but only apply them when it suits them. It is nothing more than a marketing tactic built off the Dwyers to sell franchises. Leadership is non-existent. They believe in leadership by position only. Making agreements we are will, able, and intend to keep is one of their code of value statements. This one in particular they do not adhere to regarding bonuses, raises, and promotions. For year end bonuses they are not transparent so it is impossible to determine if you are receiving what you are suppose to. Yearly merit raises, management purposely will score their people low on at least two items to reduce the merit raise percentage. And when asked why I was scored low on those areas and please give me examples, they do not have any. Management and other departments will delegate everything just to off load their plate. Having high dollar positions doing general administrative work or busy work, just because. Lots of implementation projects but no concept of implementing them. Code of values they fail regularly: - Responding in a timely fashion: Internally and externally communication is responded to as needed. Messages, emails, and calls are responded to the other ends perspective of what needs to have a response to. Majority of the time emails are ignored. - Making only agreements we are willing, able and intend to keep: discussed above. If you are up for a promotion my suggestion is that you do not take on additional roles or responsibilities that they will honor those agreements. Have it in writing, make sure People Services is involved, and have your raises and other agreements in place before you start. - Communicating any potentially broken agreements at the first appropriate opportunity to all parties concerned. There is a lot of broken agreements. When addressed by the staff the management team only addresses those that are a liability to the franchisor. There are specific franchisee's that have what is called rogue webistes but because of relationships those franchisee's have are allowed to keep them, even though it is against the contract. - Looking to the system for correction and proposing all possible solutions if something is not working. If you are not a postional "leader" there is no point in voicing your proposed solution. It goes onto deaf ears. - Operating in a responsible manner: “Above the line…” Only if it benefits the higher ups end of year bonuses. - Never saying anything about anyone that we would not say to him or her. This is rampant. Gossip and conversations about current and past employees always happens without the other party involved. There is a lot of blame game pointed at their downline. - Continuously striving to maximize internal and external customer loyalty. If this is present why is there so much turnover? The loyalty is strictly for the insiders and their people. There is a high rate of nepotism for promotion and hiring. - Making our best effort to understand and appreciate the customers’ needs in every situation.
