PGI
3.0 of 5 8 reviews
pricegregory.com Houston, TX 1000 to 5000 Employees

PGI Reviews

All Employees Current Employees Only

3.0 8 reviews

                             

33% Approve of the CEO

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Michael R. Langston

(3 ratings)

50% of employees recommend this company to a friend
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Good team spirit, but confusion over where they're headed

Anonymous Employee (Current Employee)

I have been working at PGI

ProsGreat management, camaraderie, cool product.

ConsSwitching from telecom to software has its growing pains, including how to best reward salespeople for moving licenses.

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Seeking Interdepartmental Support

Anonymous Employee (Current Employee)

I have been working at PGI

ProsPro Benefits: The benefits package is good though the switching of providers from year to year has left some in the cold for dental coverage. Three weeks vacation for three years service is great. However, those who were hired under the provision of a third week of vacation granted on the anniversary of date of hire were not grandfathered in when the benefit changed to granting the third week on the next January of the third year of employment, resulting in a net loss of vacation days. Pro frequent gifts: appreciation gift certificates, baseball tickets, catered lunches.

ConsCon: Lack of communication between departments can feel like working in the dark. There is reluctance to take ownership of issues and a tendency to pass off issues as belonging to someone else's department. Con: last merit increases excluded those who had received increased compensation for a new position within the company.

Advice to Senior ManagementTo avoid under compensating certain positions, those who worked hard to increase their value to the company by taking a different position and received entry level pay ought not to have been excluded from a merit increase. Avoid changing the benefit package under which an employee is hired unless the employee is grandfathered in under the previous provisions. Encourage employees to solve issues for the benefit of the company, rather than protect their departments, by rewarding acquistion of responsibility with increased compensation.

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