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Auto Club of Southern California Reviews

162 Reviews
162 Reviews
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Robert T. Bouttier
33 Ratings
  1. 4 people found this helpful  

    Bad management.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Auto Club of Southern California full-time (more than an year)


    The front line and non-management employees carry this company on their backs and the technology part of the company is stable work.


    Bad management in the IT department. Overall, the managers at this company are some of the worst I've ever worked with in my entire life.

    There are some exceptions that I ran into in the IT department: The help desk manager and the "open systems" manager exhibited the traits of leaders. As far as I can see though, everyone else above and below them are terrible leaders. Lots of talking in this company, but not much useful action.

    Google and flip through Forbes' and Harvard's lists of what makes a bad manager, bad HR, and bad company to work for, and the Autoclub of Southern California pretty much fits the bill for all listed traits of a badly managed company. I hear people try to excuse the bad management with words like "old school", "conservative", and "Mom and Pop"

    I've worked for large conservative multinational corporations and I've worked for small startups: The autoclub isn't "conservative" or "mom and pop" it is a bluntly badly managed when it comes to running a company that people want to work for.

    A few examples of bad leadership:
    1.) Rather than listening to sound advice and implementing a competent disaster recovery process, the idiots in middle management are stuffing their DR portfolio with useless features and jargon simply to impress upper management overlords.
    2.) The company brought in ITIL consultants years ago to break down silos and possibly build a more efficient IT department, but, after seeing how far they are from an efficient company they are and how much work it would take to change in a positive way, upper management simply decided that ITIL "wasn't for them." Pretty much an excuse to remain mediocre and inefficient.
    3.) This company rewards mediocrity. Ideas and innovation are viewed with skepticism and negativity.
    4.) I kept seeing cronyism and nepotism rampant in this company. They aren't about doing right with the customer. They're about stroking off the ego of the person above them.
    5.) These people keep getting SUED by employees. What's their response? They buckle down to become more bureaucratic, less efficient, and more fearful of their own employees. Clueless dolts.
    6.) Management has parking spots that's right next to the doors. Non-management employees have a long walk and have NO covered parking at all. It's a slight inconvenience, but it is actually a HUGE showcase of how far gone the company bosses are here: Managers aren't your working colleagues. They're your Lords. Non-management employees are Peasants. This is exclusionary and toxic thinking.
    7.) Regularly, I listen in on clueless managers ranting at employees rather than guiding employees. Why? Because many managers sure can't do the job, so they can't give their workers any guidance. All they can do is nitpick on what little things they can.

    I'll summarize this company in a few phrases:
    - Toxic culture
    - Toxic management that isolates themselves
    - No respect for an employee’s time, creative input, or industry experience

    My advice to YOU the reader:
    - If you’re at the autoclub, and confident in your skills but frustrated by management, start looking around for other work. It’s tempting to buckle down and stay there, but, believe me, I’ve had nothing but a positive experience after quitting. The autoclub, in its current state, is a miserable place to be.
    - If you’re looking for work at the autoclub, then congrats on doing your due diligence. If you accept the job offer, go in expecting what I’ve posted about. These issues are company wide and is culture here.

    During salary negotiations, ask for as much as you can, because you're stuck once you're in. What you have to deal with is probably not going to be worth it either.

    They're slowly moving over all operations to a brand new mega office they've built out in Dallas, Texas. Maybe the company culture can change over in Texas. If not, employees who make the move to Texas will find ample job opportunities in Texas. It could be a win-win situation.

    Advice to ManagementAdvice

    1.) If you don't take care of your employees, they won't take care of the company.
    2.) I'm sure you're more interested in finding out who the employees posting these reviews are rather than listen to what everyone is saying: this is part of the problem with YOU people.
    3.) The company continues to move along in spite of you, not because of you. The company needs to change direction ASAP.
    4.) "Attention to retention" shouldn't just pertain to your customers...there is a reason customers are leaving and employees are leaving.
    5.) Maybe start listening to the consultants you hire. And if you can't, please get the hell out. Get some fresh blood and perspective in upper management, because all I see is a bunch corrupt old farts.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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