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There are newer employer reviews for RGIS

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Great job and pay; too bad the manager doesn't care

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Inventory Specialist in Greenville, SC
Former Employee - Inventory Specialist in Greenville, SC
Doesn't Recommend
Neutral Outlook
Disapproves of CEO

I worked at RGIS part-time (Less than a year)

Pros

Fairly flexible hours, get paid for having to travel more than an hour, easy work for decent pay

Cons

If you have a problem, any problem, the DM couldn't care any less. Between taking a vacation or two every month and pretending to be on conference calls when he is in the office, he's a horribly ineffective boss.

Advice to Management

Care a little more about your employees and how the store managers treat them.

Other Employee Reviews for RGIS

  1. Helpful (2)

    Team leader with several years of experience

    Current Employee - Team Leader
    Current Employee - Team Leader
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at RGIS part-time (More than 5 years)

    Pros

    Honestly, the pros are a little limited. They have flexible hours (when the district manager can remember your availability), they have decent pay for a first job, and they give raises based purely off of performance.

    Cons

    The long and unpredictable hours can be horrible, I've personally worked 100+ hour weeks for two months straight only to have about 9 weeks without any hours what so ever later in the year. The management usually has no idea what's going on in their district, I've seen a district manager (much more involved than in most companies, the district manager handles scheduling and hiring for every employee in the district) ask somebody they interviewed only a week before what district they were with. Terrible communication from district managers and area managers down to the team leaders (the people actually running most inventories, on whom most problems are blamed), such as not telling them if someone has called out on a shift even when the management was told more than a week in advance. District management tends to hired from outside of the company instead of within, leading to a massive disconnect with what's actually happening in inventories and what's actually possible for someone to do with the people scheduled. Lesser experienced people that are only passable in inventories as far as speed and accuracy go are often in charge of training new hires, leading to newer people having to basically be retrained in active inventories by supervisors that are already worrying about the budgeted hours for the store, trying to make sure productivity is higher than the stated requirement, trying to communicate with store managers and trying to make sure everybody else in the store is moving through the store in the proper way. Broad ranking categories (which show a supervisor and the higher management what somebody is capable of doing efficiency wise, as well as determining pay rate) are horribly broad, leading to one person potentially being more than twice as somebody else, despite them sharing the same rank. Performance based raises are determined by the counters average per hour (APH), meaning it's very hard for someone in a supervisory role to get a raise, as well as meaning that a malicious supervisor can put somebody in specifically chosen areas just to keep their APH down so they won't get a raise. The equipment (whhat little there is) is always in a state of disrepair, mostly due to the fact that the company has been trying to change to entirely new machines (a process that for over three years is always going to happen the next quarter) due to this, other districts will steal equipment from each other any time there is a split store, and many team leads will take equipment home with them, not leaving enough for other stores that might be running.

    Advice to Management

    Hire managers that actually know the job, and can communicate effectively. Revamp the pay scale to account for people that may not be fast enough to currently get a raise, but are dependable and accurate. Either get more equipment or change over to the new machines immediately, you're only hurting the productivity (and therefor profit) of events this way. Have people that actually do the job well do training for new hires (maybe actually have one person per district do nothing but that, like you used to, and have been talking and bout doing again). Set APH requirements to reasonable levels, we all know that a 10.5% increase in pay doesn't require a 120% increase in productivity to make up for the extra cost.


  2. Not enough money for all the work and travel you do.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous in Indianapolis, IN
    Former Employee - Anonymous in Indianapolis, IN
    Doesn't Recommend
    Positive Outlook
    Disapproves of CEO

    I worked at RGIS part-time (Less than a year)

    Pros

    If you like a change in scenary and looking to loose some weight.. Great job!

    Cons

    The pay is not good enough and the mileage put on your vehicle you are not compensated for.

    Advice to Management

    Managers and supervisors need to learn how to talk to employees. The scheduler does not schedule efficiently either. Better pay would lower turnover as well as sensitivity training for management.


There are newer employer reviews for RGIS
There are newer employer reviews for RGIS

See Most Recent

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