Mitchell 1 Reviews

Compete with the company you sell for and 2 others with the same products in the same accounts. The number of accounts in the country is fixed. The opportunity list isn't growing. Assume all costs, cancellation and liability against your commissions. Company consistently fails to make release dates on schedule. No residual income to cover basic costs of living and/or doing business. Finance finds that taking away income from field sales is a great way to boost the bottom line which looks good to shareholders. Regional Managers take 2 days to return your call on average and corporate usually decides not to answer at all unless they started the conversation. Company is very thin skinned. If your customers have a product complaint, they don't want to hear it from you and will be very defensive. Be prepared to prove everything you have to say in writing. The culture is one that depends on email and recorded phone call documentation as a management insurance policy.

Senior management is largely unaware of the general operations of the organization. Unity of command is inherently nonexistent as executives and managers will give directives or overrides for groups not in their chain of command and often contrary to standing policy. Significant issues exist with product functionality and stability, based on routinely and increasingly outdated platforms. Web products go down during peak usage every couple of weeks. Software often released in beta or even alpha state routinely. This then leads to major software QA responsibilities falls on client services groups, things that ordinarily would be handled by software QA. This results in Technical Support having to build its own software fixes and documentation without connection to the development process. Training and communication are major challenges, departments are poorly coordinated and communication between them is very limited. Support staff are often expected to support products with little or no knowledge about them or sometimes even being unaware of their release, resulting in poor customer experience. Compensation basically stops once hired, in over three years my cumulative income increase (including a promotion) was above average for my dept yet only barely matched inflation. Career paths are nonexistent, most major openings are brought in from elsewhere in Snap-On. Incentives are very limited (e.g. Costco Pizza for achieving organizational goals).