"Well, just sell those defective and returned units as new!" -Management at American Lighting
A Former Employee of American Lighting's Thoughts
The upper management is nearly non-existent. Most are gone the majority of the time, and have a huge disconnect from the rest of the staff. The highest-upper-management is rarely around whatsoever, so I was never really sure who was actually in charge and running the company. In my year+ at the company, I wouldn't even need two hands to count the number of times I even saw any of them. Only met one upper-level manager and that was just once, by coincidence. We are told to check-in, but can rarely get the time allowed from management to do so. There is a blatant hierarchy as well; if you're on the "in", you don't have to show up on time, follow the business casual dress code, and can demand others do part of your job for you. Blatant nepotism and favoritism in every facet.
Management is reasonably kind, but totally out of touch with the majority of the staff. They have little-to-no comprehension of certain basic management skills. Example: two customer service employees entered into a heated screaming and cursing match, after which one stormed out (literally left work without being told to nor given authorization to), while the other sat in an empty office, screamed, cursed and sobbed for a half hour, before storming out as well. Two days later, both were back at work, undisciplined. One was eventually given my position when I was let go.
The National Sales Manager, who had been with the company for years, abruptly resigned, to be replaced by another manager who gave barely-comprehensible orders, was upset when they weren't followed, and was generally ungrateful for anyone else's hard work. She never once uttered "thank you" for fulfilling her tasks she should have been doing herself. She was obviously way in over her head, totally unable to follow basic procedure such as return policy. When sending requests, they were "priority", which left no time for anything else. I was tasked with helping her with “whatever she needs”, which I did to the best of my abilities. I was given no formal training, no insight on how to perform these tasks; only random emails forwarded from customers to send samples, call up and check in on, and close sales. When one, a SINGLE request was delayed due to not having the required materials on hand a the time, I was quickly and publicly reprimanded and let go the very next day. Coincidence? Maybe.
A Former Employee of American Lighting's Thoughts
The upper management is nearly non-existent. Most are gone the majority of the time, and have a huge disconnect from the rest of the staff. The highest-upper-management is rarely around whatsoever, so I was never really sure who was actually in charge and running the company. In my year+ at the company, I wouldn't even need two hands to count the number of times I even saw any of them. Only met one upper-level manager and that was just once, by coincidence. We are told to check-in, but can rarely get the time allowed from management to do so. There is a blatant hierarchy as well; if you're on the "in", you don't have to show up on time, follow the business casual dress code, and can demand others do part of your job for you. Blatant nepotism and favoritism in every facet.
Management is reasonably kind, but totally out of touch with the majority of the staff. They have little-to-no comprehension of certain basic management skills. Example: two customer service employees entered into a heated screaming and cursing match, after which one stormed out (literally left work without being told to nor given authorization to), while the other sat in an empty office, screamed, cursed and sobbed for a half hour, before storming out as well. Two days later, both were back at work, undisciplined. One was eventually given my position when I was let go.
The National Sales Manager, who had been with the company for years, abruptly resigned, to be replaced by another manager who gave barely-comprehensible orders, was upset when they weren't followed, and was generally ungrateful for anyone else's hard work. She never once uttered "thank you" for fulfilling her tasks she should have been doing herself. She was obviously way in over her head, totally unable to follow basic procedure such as return policy. When sending requests, they were "priority", which left no time for anything else. I was tasked with helping her with “whatever she needs”, which I did to the best of my abilities. I was given no formal training, no insight on how to perform these tasks; only random emails forwarded from customers to send samples, call up and check in on, and close sales. When one, a SINGLE request was delayed due to not having the required materials on hand a the time, I was quickly and publicly reprimanded and let go the very next day. Coincidence? Maybe.
In further detail on this, I was brought to a meeting with the two National Sales Managers, was told I was “doing a great job”, and as such, they wanted to give me additional responsibility. I was directly told on this and multiple future occasions that my performance was great, and that benefits such as “more money, travel, and extra perks” were soon forthcoming. This was constantly dangled before me with other meetings, then removed mere weeks later when I was abruptly told “you no longer fit in here”. I was even told my performance was "great" 9 days before my abrupt termination.
In my initial job offer, it was written I would be paid a year-end bonus in 2015. This bonus was inquired upon 4 separate times, each time my manager told me "we are working on it". Finally, I was told "you did not qualify", and was flat-out refused any additional details.
My job description barely matched my duties by the end of my tenure, leaving me little time to do the required work I did. Management was totally unaware what my job required, despite my direction and information sessions. They believed it to be totally automated, not knowing that it took dozens of hour for completing tasks. I was continuously given difficult tasks, and ignored when I informed management that these tasks took some time to complete correctly. I tried showing them what my job was, tried teaching them how to analyze and change/adapt for future success. Nothing. They had no idea how to manage me, nor my job duties. I was told by multiple managers “I don’t know what your job is”. When I explained, they became confused and upset.
Definitely a clique-based culture here, which is unfortunate. There were a few employees here whose only skills seemed to be having been employed there for years. They never did much more than complain about how “busy” they were, and bragged about how much they knew about the industry, as well as how close they were to the “bosses”. Their right-wing religious views were loud and boisterous, and yet they were never asked to quiet their socio political views, even when complained about. My non-Christian beliefs were brought up numerous times by a couple employees here, to my increasing discomfort and despite my numerous attempts to leave the situation. When asked to stop, they wouldn't. When told to stop, they wouldn't. When complained about, I was laughably told "We don't have HR", and complaints fell on deaf ears. They became increasingly "bullying" about it, talking down to me, even when I flat-out told them I was uncomfortable and did not like the situation.
Was informed my communication was lacking, but it is hard to communicate when management is gone for days and weeks at a time, and emails take multiple days to get a reply to, if they are even ever replied to. I had dozens of emails by the end of my tenure that were time-sensitive, that management never responded to. Literally 2 dozen+ emails including management with return receipts received, with zero reply.
The most frustrating aspect? I was tasked with growing the business as a whole. This is difficult when the most popular products are discontinued at random, and replaced by unknown series of products; no one knows them, wants them, or wants to test them. I repeatedly ran into issues such as this. Example: a handful of online buyers would place regular orders to the tune of several thousands of dollars on established products. These products were discontinued. I was told to sell the replacements just as well and “grow” them. These buyers didn’t want new products, they wanted the old ones, and sales dipped as a result. I was told this was my fault.
Lastly, I was tasked with expanding an online sales presence, direct-to-consumer sales, but constantly directed to not be forthcoming with direct-to-business accounts. I created accounts on third-party marketplaces such as Amazon, eBay, and Newegg under the name MVP Lighting to sell directly to consumers. When I was eventually confronted by business accounts, I was directed to tell them it was not happening. When an account pressured with more questions, as the direct-to-consumer business was completely against all signed agreements and against the grain of the business, it was blamed on me. I apologized to the account, but was then told by my manager that it was fine, just “keep doing what you’re doing”: LYING to customers for sales.
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Learn what your employees' jobs require. Instead of blanket-throwing tasks at them, learn what it takes for them to do their jobs. Some jobs are more difficult than others, and just because you don't know exactly what an employee's duties are doesn't mean they aren't doing them well.
Coach employees if you think their work is not cutting it, offer advice. Earn employee loyalty. Do not tease your employees with positive performance reviews, especially when you let them go not even a pay period later.
FINAL NOTE: we were directed, implored, and finally COMMANDED to conduct a Myers-Briggs Test. I was delayed in doing so, and was finally told it needed to be done. I did it, turned in my results, was let go 2 days later and my results brought up in the meeting. Odd.
In my initial job offer, it was written I would be paid a year-end bonus in 2015. This bonus was inquired upon 4 separate times, each time my manager told me "we are working on it". Finally, I was told "you did not qualify", and was flat-out refused any additional details.
My job description barely matched my duties by the end of my tenure, leaving me little time to do the required work I did. Management was totally unaware what my job required, despite my direction and information sessions. They believed it to be totally automated, not knowing that it took dozens of hour for completing tasks. I was continuously given difficult tasks, and ignored when I informed management that these tasks took some time to complete correctly. I tried showing them what my job was, tried teaching them how to analyze and change/adapt for future success. Nothing. They had no idea how to manage me, nor my job duties. I was told by multiple managers “I don’t know what your job is”. When I explained, they became confused and upset.
Definitely a clique-based culture here, which is unfortunate. There were a few employees here whose only skills seemed to be having been employed there for years. They never did much more than complain about how “busy” they were, and bragged about how much they knew about the industry, as well as how close they were to the “bosses”. Their right-wing religious views were loud and boisterous, and yet they were never asked to quiet their socio political views, even when complained about. My non-Christian beliefs were brought up numerous times by a couple employees here, to my increasing discomfort and despite my numerous attempts to leave the situation. When asked to stop, they wouldn't. When told to stop, they wouldn't. When complained about, I was laughably told "We don't have HR", and complaints fell on deaf ears. They became increasingly "bullying" about it, talking down to me, even when I flat-out told them I was uncomfortable and did not like the situation.
Was informed my communication was lacking, but it is hard to communicate when management is gone for days and weeks at a time, and emails take multiple days to get a reply to, if they are even ever replied to. I had dozens of emails by the end of my tenure that were time-sensitive, that management never responded to. Literally 2 dozen+ emails including management with return receipts received, with zero reply.
The most frustrating aspect? I was tasked with growing the business as a whole. This is difficult when the most popular products are discontinued at random, and replaced by unknown series of products; no one knows them, wants them, or wants to test them. I repeatedly ran into issues such as this. Example: a handful of online buyers would place regular orders to the tune of several thousands of dollars on established products. These products were discontinued. I was told to sell the replacements just as well and “grow” them. These buyers didn’t want new products, they wanted the old ones, and sales dipped as a result. I was told this was my fault.
Lastly, I was tasked with expanding an online sales presence, direct-to-consumer sales, but constantly directed to not be forthcoming with direct-to-business accounts. I created accounts on third-party marketplaces such as Amazon, eBay, and Newegg under the name MVP Lighting to sell directly to consumers. When I was eventually confronted by business accounts, I was directed to tell them it was not happening. When an account pressured with more questions, as the direct-to-consumer business was completely against all signed agreements and against the grain of the business, it was blamed on me. I apologized to the account, but was then told by my manager that it was fine, just “keep doing what you’re doing”: LYING to customers for sales.
-----------------------------------------
Learn what your employees' jobs require. Instead of blanket-throwing tasks at them, learn what it takes for them to do their jobs. Some jobs are more difficult than others, and just because you don't know exactly what an employee's duties are doesn't mean they aren't doing them well.
Coach employees if you think their work is not cutting it, offer advice. Earn employee loyalty. Do not tease your employees with positive performance reviews, especially when you let them go not even a pay period later.
FINAL NOTE: we were directed, implored, and finally COMMANDED to conduct a Myers-Briggs Test. I was delayed in doing so, and was finally told it needed to be done. I did it, turned in my results, was let go 2 days later and my results brought up in the meeting. Odd.
