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I worked at ERMC full-time (more than 8 years)Pros
Some of the sites can be fun, considering most of their sites are malls. If you're fortunate enough to have good co-workers and management at the site the job can be okay or even fun.
Although I had many complaints, one thing I can say is that recently the company was getting much better about giving their employees access to better quality equipment and programs. I was afraid to think of this as anything but a fluke based on my experience, but it does give me hope that positive changes to the company may be on the way. If this continues, the company may well become something much more employee-friendly than in the past.
The local teams can also be a huge boon if you're fortunate to have good co-workers. Some malls have outstanding management teams that care about their employees and do the best they can to support them to the best of their ability, given the challenges they face.
If you're looking for a place to get your foot in the door in the industry, or perhaps a school job, this isn't a bad place to start. But don't expect to begin a career with this company.Cons
The company itself seems to have absolutely no loyalty towards its employees. The pay is often lower than its competitors, the benefits are practically non-existent and what is offered is worse than what can be bought privately. The ONE benefit that employees used to enjoy was full-time employment with a vacation accrued after years with the company...however this seems to be something of the past now.
The company often gives the impression that it is far more interested in liability and CYA than actually providing services, and if the two ever conflict, liability concerns will ALWAYS win out. This is not a large issue for housekeeping employees but often puts security officers in a difficult position of deciding between acting according to their conscience/best judgement or following corporate policy.
There are multiple policies that probably look good to lawyers and people in corporate offices but are less than effective in practice "in the field". Once again though this goes to the priorities and culture of the company.
Lastly, opportunities in the company are extremely limited and anyone who works for the company for a time finds themselves wondering if they really would want to be promoted further into the company, especially when they see that sometimes management isn't treated any better than many of the line employees.Advice to ManagementAdvice
The company gives a strong impression of disloyalty and apathy towards its employees, if this were to change I suspect employee retention and effectiveness would improve.
My first priority would have been to raise the pay, however I understand that the industry is based on cut throat contract competition and this might well bump the company out of play. However, I can say that this and the lack of full-time employment opportunities knocked many good candidates out of the running. Not only that, but I have seen many minimum wage level employees seriously hurt by their employment being made part-time. Good, hard working people that were forced to take one or even two MORE jobs to work enough hours. Unfortunately, all of these jobs are part-time and these poor people no longer have any vacation time to recuperate from their difficult schedules.
There are many other suggestions that I won't post on an open forum, but it would make an amazing difference in the quality and efficiency of the employees if the company culture changed to reflect a priority on individual employees being empowered to do quality work versus doing only what needs to be done and focusing on liability to near exclusion.
Better communication between local managers and the top levels might be greatly beneficial. Quite often the local management is saddled with a challenge that they don't quite understand. They often might also feel as though their voice isn't heard or appreciated at upper levels. If communication were improved to allow information and ideas to better flow, it would be interesting to see effect it might have. This would require both the top and the bottom to listen to each other with a genuine interest though...RecommendsNeutral OutlookNo opinion of CEO