Coverall Cleaning Reviews

Pros

I was selling a product that was better than the competitions, so it made life a little easier. I was also compensated fairly for the work that I put into it.

Cons

As with any sales organization, there were times when the job was stressful.

Advice to Senior Management

The training was good but I felt like it could improve. I would recommend providing a more structured training process and more marketing materials.

Pros

They pay a salary with benefits. It seems like a decent place to work for a new college grad. They do have a unique way of cleaning which will give you an edge over competitors.

Cons

The HR department is chaotic at best. They made mistake after mistake, including screwing up my background check from the jump. One woman in HR screwed up a driving background check that was clearly ok, and they refused to admit the mistake or rectify it. When I brought some of the mistakes to the HR departments attention they JUMPED at the chance to "cover up" the mistakes of a co-worker, and act like it never happened. The HR department does this company a disservice in my opinion, because they have done both current and prospective employees a disservice.

Advice to Senior Management

Simple, clean up the problems in HR. You pay a fair wage to people who sell your market diversified cleaning solutions, it makes sense to improve your biggest weakness. Protecting 1 or 2 employees that everyone likes in HR who are incompetent could have long lasting negative effects on your business.

Pros

The opportunity is there to make money. Get all of the special training that is offered to appeal to as many accounts as possible.

Cons

To be successful, the hours are long, the accounts are not always good, and the management team may not be up to the task of getting you to the next level. BEWARE before you sign your contract (it is BINDING). The contract term is 20 YEARS. They can effectively shut you out of the business. Buyer beware.

Advice to Senior Management

Let franchise owners know the situation upfront, and that you own their rights. They can't just up and leave once the contract is signed. Stress customer service, and understand who your franchise owners are.

Pros

One of the things that I remeber was being able to talk to the owners directly open door policy. This helped to solve a problem before it became a big one . However we are talking 1984 I see things have changed since then. Sounds like big goverment now how sad

Cons

Can't really remember any . Kind of like big family everybody worked together to achieve one common goal. Provide a quality product at a competetive price and make sure the customer gets what their paying for

Advice to Senior Management

Sounds like to much red tape. Bring back the big family typ atmosphere. If you don't know what I mean listen to allan jackson small town song.

Pros

Coverall gives the tools and training (Master Franchise NGT) needed to succeed. Compensation and Benefits were very competitive and good. Because Coverall is a Franchise Cleaning Service, learning to work with Franchisee's as a Business Partner and not an employee is very eye opening and rewarding as you have the opportunity to not only progress your personal career, but you help impact the businesses of local Franchisee's.

Coverall (Master Franchise NGT) also provided me with top notch sales training, that can and will be used in any industry going forward. Year after year, Coverall wins "Stevie Awards" which is awarded to Companies that show exemplary business support to their Franchisee's.

Cons

There are only 2 cons I can think of:

1. Some offices are not fully staffed, leaving the remaining employees to pick up the slack. Wonderful for the Owners and Managers, as the Billing per Employee is higher as a ratio. Not so great if your compensation is based on retention, and there are not enough employees to maintain acceptable account retention.

2. Actual cleaning crews are not employees of Coverall, but Franchisee's. This was also listed as a Pro because it does have valuable aspects to it. However, in the rare event that a Franchisee is not performing to their required capabilities, it is not as easy as dealing with an employee who is not doing their job. Because the Franchisee is their own business owner, they do not work for you, and is sometimes a challenge to manage due to the business relationship. This can be solved and overcome by working with the Franchisee and re-training. This Con can easily be turned into a Pro, but it is sometimes an obstacle.

Advice to Senior Management

More involvement by Senior Management with local reps. As with any business and hierarchy, Senior Managers deal with Regional Directors (Managers), who in turn deal with the local reps. This is the way it should be on a day to day basis. However, their should be scheduled trips by Senior Management to the different markets so that the Senior Management actually spends time with the local reps and their regional offices. As with any company, the more time between when Senior Management interacts with their regional offices, the less in touch Senior Management is with their day to day operations. This can spiral out of control if the Regional Director (Manager) in place is not doing what they are supposed to be. By the time the warning flag arises, the bomb has already detonated. I never witnessed this with my offices (Master Franchise NGT), but have seen it happen in other markets.

Pros

You can never be bored as everyday is different. Constant activity so your day will move very quickly. Clean environment.

Cons

Concise procedures are needed at all centers to produce consistent quality services to all customers and that is not in place. Promotion opportunities are far and few between.

Advice to Senior Management

A more efficient company chain of command is needed. Staff needs to know precisely what is expected of them with consistency of expectations throughout the company regional offices.

Pros

The best part of working at Coverall is the abililty to assist other's accomplish their dreams of becoming successful small business owners.

Cons

The biggest down fall of Coverall is that employees are overworked and underpaid compared to similar positions in other organizations, Field reps often have to come out of pocket to cover gas expenses that exceed allowance.

Advice to Senior Management

Better compensate your employees, especially the ones in the field.

Pros

great products and service vs competition, great benefits, great ops team, got along with teammates most of the time, not sure about leadership

Cons

sales employee retention rate is 20%, 80% of the current employees have been there for less than one year or quit before one year because of poor senior and sales leadership; they also micro-manage you like crazy.

Advice to Senior Management

Hire a leader, not a manager. That might make a difference for your sales team. Also it's the 21st century, business is not like it use to be 10 years ago, you may want to consider making changes in some places.

Pros

The job was not difficult. There really are not too many pros for working for this company. Staff was constantly looking for other employment. There is a revolving door at the company.

Cons

The benefits provided are the worst I have seen at any company. Management (Regional Director) constantly disrespects employees in front of others and is condescending to employees and Franchise Owners.

Advice to Senior Management

Stop disrespecting employees and remember that Franchise Owners are the backbone of your company and without them you will not suceed. Respect them more without acting as if you are superior to them.

Pros

The product and meeting are pretty easy to control and close. It's cleaning people, not rocket science.

Cons

Frustrations come from the cleaners not being able to do what you have sold. Too many sales reps under bid services because they ONLY sell on price. This does a disservice to the company. If you don't like a "What have you done for me lately?" attitude this company or sales in general may not be the thing for you. At least at my branch.

Advice to Senior Management

Needs to get there crap together. Start to figure out Coverall should focus more time on keeping clients satified rather than putting ALL revenue goals on the sales team when accounts are lost.