Does Power Home Remodeling offer a yearly bonus?

Develop interpersonal skills and thick skin

Compensation plan is unfair. Leads constantly reschedule and credit for that lead is lost. Company deceives in many ways; end of year trip isn't for newly hired >1yr although they may say you have a 'chance,' pitched compensation expectations and low turnover but that wasn't the case, applied for one role and given a lesser role, never any gas or cellphone bonus, 2 company shirts for a 6 day work week is absurd when working in the summer months, etc!

Amazing culture, structure, & camaraderie. Exceptional layout of interdepartmental checks & balances ensuring accountability and understanding of related business functions. Training for a remodeling consultant is second to none in the industry, but over time, the squeaky wheel gets the oil, so ask for help, shadows, and attend additional trainings. Power has always done its best to be transparent with information and reasons for changes in policies that affect employees. The pay structure is fair for remodeling consultants and rewards those who work hard and smart consistently.

The quality of leadership, leadership development, and ongoing training can vary significantly from territory to territory. When the aforementioned is unsatisfactory or poor, it can take senior level management a long time to recognize, intervene, & correct. I have witnessed this be detrimental to many remodeling consultants, sales mentors, and quality assurance managers careers. Income levels for Sales Mentors can vary greatly depending on many different factors, due to being strictly bonus based, aside from a very small monthly stipend. Example 1: If your team gets stacked with consistent high performers and only 1 or 0 poor performers, your office has a plethora of high $ products and great higher level leadership, you have a veteran team leader (assistant mentor) helping to shadow/train/manage, and you are exceptional in your job duties, you have a high likelihood of earning $3500-$10000 at the end of each quarter, with a possibility of $15k-20k for best in company. Example 2: If your team has 1 consistent above average performer besides yourself, a first time team leader learning how to manage their own performance/helping team members/attending addtl meetings, 2 new reps just out of training, and 2 veteran below average reps w a negative mindset. You’re also running the ongoing training program twice a week in addition to helping your VP put together the weekly sales meeting and running your weekly mentor meeting. As soon as ongoing training is over half way through the quarter, you are training 5 reps on Siding for 2 weeks every day in the office and running appts at night after. End of quarter results, 1 of your brand new reps does great, but they had no prior #’s so you don’t bonus off their increase. The other new rep gets a lot better and stays w the company, is happy, you did amazing mentoring and put a lot of time in, changed the trajectory of their life. Your TL dropped in sales production, but learned a ton and will grow into a mentor within the year. 2 negative reps both changed their attitude, love you, and increased their sales production significantly, 1 of which you earned $500 bonus for. Above avg rep loved your management style and dominated, you made another $1000 from mentoring him. Team went from what would have been 78/90 last qtr to 48/90 in the company this qtr, but just under minimum team # to bonus. Total bonus = $1500. Split any bonuses 80/20 with your TL, (75/25 normally, but new TL didn’t hit personal goal to get 75/25) so $1200/$300. Mentor gets $250/mo stipend as base pay. All in all, made $1950 total in addtl. compensation on top of my own Remodeling Consultant Sales Commissions. This exact example has an estimated 250hrs of time spent and work performed on meeting prep, trainings, camps, shadows, and 1-on-1 conversations/feedback with net earnings of $1950 over 3 months. That amounts to under $8/hr and over 5 weeks spent not earning your own commissions during a 13 week quarter. 1.25 weeks less time to earn the available monthly bonuses, 5 weeks less to earn lucrative quarterly bonuses, and 5 months less time to earn amazing year end bonuses, annual awards, and company recognition that could eventually result in career advancement opportunities. (Exact #’s and bonus structures may have been adjusted since my tenure)

Amazing culture, structure, & camaraderie. Exceptional layout of interdepartmental checks & balances ensuring accountability and understanding of related business functions. Training for a remodeling consultant is second to none in the industry, but over time, the squeaky wheel gets the oil, so ask for help, shadows, and attend additional trainings. Power has always done its best to be transparent with information and reasons for changes in policies that affect employees. The pay structure is fair for remodeling consultants and rewards those who work hard and smart consistently.

The quality of leadership, leadership development, and ongoing training can vary significantly from territory to territory. When the aforementioned is unsatisfactory or poor, it can take senior level management a long time to recognize, intervene, & correct. I have witnessed this be detrimental to many remodeling consultants, sales mentors, and quality assurance managers careers. Income levels for Sales Mentors can vary greatly depending on many different factors, due to being strictly bonus based, aside from a very small monthly stipend. Example 1: If your team gets stacked with consistent high performers and only 1 or 0 poor performers, your office has a plethora of high $ products and great higher level leadership, you have a veteran team leader (assistant mentor) helping to shadow/train/manage, and you are exceptional in your job duties, you have a high likelihood of earning $3500-$10000 at the end of each quarter, with a possibility of $15k-20k for best in company. Example 2: If your team has 1 consistent above average performer besides yourself, a first time team leader learning how to manage their own performance/helping team members/attending addtl meetings, 2 new reps just out of training, and 2 veteran below average reps w a negative mindset. You’re also running the ongoing training program twice a week in addition to helping your VP put together the weekly sales meeting and running your weekly mentor meeting. As soon as ongoing training is over half way through the quarter, you are training 5 reps on Siding for 2 weeks every day in the office and running appts at night after. End of quarter results, 1 of your brand new reps does great, but they had no prior #’s so you don’t bonus off their increase. The other new rep gets a lot better and stays w the company, is happy, you did amazing mentoring and put a lot of time in, changed the trajectory of their life. Your TL dropped in sales production, but learned a ton and will grow into a mentor within the year. 2 negative reps both changed their attitude, love you, and increased their sales production significantly, 1 of which you earned $500 bonus for. Above avg rep loved your management style and dominated, you made another $1000 from mentoring him. Team went from what would have been 78/90 last qtr to 48/90 in the company this qtr, but just under minimum team # to bonus. Total bonus = $1500. Split any bonuses 80/20 with your TL, (75/25 normally, but new TL didn’t hit personal goal to get 75/25) so $1200/$300. Mentor gets $250/mo stipend as base pay. All in all, made $1950 total in addtl. compensation on top of my own Remodeling Consultant Sales Commissions. This exact example has an estimated 250hrs of time spent and work performed on meeting prep, trainings, camps, shadows, and 1-on-1 conversations/feedback with net earnings of $1950 over 3 months. That amounts to under $8/hr and over 5 weeks spent not earning your own commissions during a 13 week quarter. 1.25 weeks less time to earn the available monthly bonuses, 5 weeks less to earn lucrative quarterly bonuses, and 5 months less time to earn amazing year end bonuses, annual awards, and company recognition that could eventually result in career advancement opportunities. (Exact #’s and bonus structures may have been adjusted since my tenure)

Great people to work with. Everyone in the office is a team / family. I have never worked for an organization that cares about each other like we do at Power Dallas office. VP is an amazing leader who has walked in our shoes so much respect for him and his training skills. Best place to work. Can’t forget Cancun best experience ever. Company definitely gives back to their employees in a huge way, bonus structure and end of year trip.

Honestly I don’t have any cons about this company.

Love all the different paths Power has to offer. There’s a position that fits anyone’s talents and needs. The culture and people are top notch and some of the most welcoming and helpful. The training is seamless and prepares you for the highest success. Countless perks year round showing Powers selflessness and dedication to each and every employee. Has been truly rewarding from day one.

I honestly having nothing negative to say about the company as I feel like I’m not even going to work when I wake up everyday. Truly stress free environment that you do not get with most companies.

As a project manager, your pay increases every year and you get bonus pay every quarter. There is room for growth and traveling to other offices.

The culture of "toxic positivity" and lack of work-life balance. They are misleading about their hours and work during the interview. You must be very scripted and inauthentic as a person both in and out of the office

Leadership and mentors are very supportive of staff Annual trip to Mexico as well as frequent staff outings at restaurants/bars Limitless earning potential Comprehensive health and retirement benefits Flexibility of schedule once you surpass volume tiers

No compensation for gas/vehicle expenses Expensive mandates when it comes to vehicle insurance Office politics do exist and tend to create favoritism

The people are great overall, ended up making some good friends.

Almost no opportunity unless you are willing to relocate and even then it's slim. They will entice you to work longer and harder including late nights and weekends for opportunities that do not exist. The compensation structure is not great, we made less money year over year. In order to get your bonuses, which you need to live decently, you again have to work late nights and weekends. It's a hampster wheel where protocols and processes do not change to make things better or more efficient. Management will push and push so they can hit their goals regardless of yours. It's always on you and not on them.

My time at the company has been overwhelmingly positive. My management has consistently shown genuine engagement and care, regardless of the department. Colleagues have become lifelong friends, providing invaluable support that has greatly contributed to my personal and professional growth. The workplace culture here strikes a balance between recognizing individual contributions that lead to success and fostering a collaborative team environment. There are many opportunities for professional growth, a personal example would be that the company invested in my transition to software development, even though I lacked prior experience in the field. Also notably, our end-of-year celebration at an all-inclusive resort in Cancun, featuring a 3-day music festival, stands out as a favorite annual tradition, adding an incredibly unique touch to our vibrant culture. Working here has boosted my confidence and significantly enhanced my work-life balance.

There are very few drawbacks in my opinion. It's a really great place to work.

The CD and Sales teams are good people. It's a consistent schedule. There is the ability to make some good money. Yearly end of year trip, based on performance.

Toxic environment. Management is rude, if you have a rough week you're a zero but if you make them money you're a hero. Built like a pyramid scheme where the money flows upwards. Pay you a base salary of $100 so hopefully you go and sell those windows or you won't be able to afford your own rent while management flexes on you their extravagant golf trips and trips to Mexico. Feels dishonest and takes advantage of predominantly older folks at home alone looking for somebody to talk to. Products and services are overpriced. Only growth opportunities are to move to in-home sales and eventually to open your own office. No lateral movement, no other departments. Transferring to warehouse was a pain.