I worked at Arnold Machinery (More than 3 years)
Priority is always the customer, Reasonable expectations from staff, Good work/life balance, Allows for success, opportunity for personal and professional growth, good benefits.
Resistance to adapt to market trends, Lack of internal investment to improve current situation, failure to identify opportunities for growth.
I worked at Arnold Machinery full-time (More than 5 years)
Silver Service, they do empower you to take care of the customer without having to ask permission to do the right thing. As a salesman that is nice to have.
New company car every three years.
Company credit card for fuel, car maintenance, office supplies, and taking customers out to lunch when needed.
No caps on commissions earnings.
Most people within the company are really great to work with.
Senior management as well as local branch management seems to only focus and emphasis on only (return on investment) or R.O.A. In order to achieve bonuses almost equal or higher than the standard salary they receive already. This is not a proactive market share sales driven company. At least that is the business culture they have built as well as conveyed to me. During my time with the company the single focus from day to day operations is R.O.A. return on assets! There is no focus on new business growth, increased sales, and attaining more market share. It’s almost as if there is a conflict of interest between the sales department and the senior managers. It’s a constant war all the time.
There is also a huge disconnect between the senior management and the sales department. They consistently remind you of how things were a long time ago or back in there day twenty years ago. Which also explains why and how they operate and do business the way it was done forty years ago? Consistently fearful of your job, for they will hold meetings and tell you they will fire you if things do not improve. They like to threaten you allot with termination. Which explains the high turnover rate of salesman? They seem to bully the sales reps also.
The company operates only reactively to customers and the needs of the sales force! Very little new inventory, very little if any good used equipment that can be sold to the customer within a timely manner to meet the needs of the customer. They pretty much have stepped out of the rental business for the most part. In a company news letter they announced, they were a sale to sale company, and not a rent to rent company. We turn down rental business every day from our customers, so they can call our competitors to rent equipment who we are trying to sell equipment to. That does not work well!
Culture and company moral, there is no employee value or employee appreciation given to anyone at the branch level. The only time I have seen any type of appreciation given is when someone is given company stock for years of service, which is nice and I commend them for that. No Thanksgiving or Christmas lunch for the branch. In fact there are no employee functions or events at all. Zero comradery within the branch. The moral is non-existent, no team work. Management believes that by you having a job with benefits and giving you stock after five years of service that you as the employee or associate should value and appreciate them for giving you a job. They really and truly believe this and will tell you this in person.
Salesman; the commission plan is so far outdated and below industry pay scales. $24,000.00 per year, plus commission that is a tier system plan based on gross profit performance. Well, that plan would and could only work if the sales department had good inventory to sell on a monthly basis and was readily available for sale. But when 95% of what you sale has to be ordered from the factory with long build times 12-19 weeks in most cases, or when used equipment takes a month to make ready in the shop, then the plan has failed the salesman. Every physical year end the company depletes the new and used inventory next to nothing, so the R.O.A return on assets looks good for the bonuses which in most cases salesman do not receive, only senior and branch management. This means that the sales department will have very little if not any new or used equipment to sale for the first four months of the new physical year. The company’s physical year ends are on September 30th. October 1st starts the New Year. So during the holiday season, sales will be very soft until the once a year factory orders start arriving. I get the feeling they do not want to be a stocking dealer. No rental units either to generate commissions, remember they are not in the rental business. Salesman are not allowed to go to vendor functions, accept factory sales contest awards, no trips, no cruses, no nothing. The company woud rather have a discount or the funds given to the bottom line instead of salesman vendor or factory events.
The free no cost health care they give you for free; you have a $2500.00 deductible per each member of your house hold. Family of four, $10,000.00 Of course they tell you that back in my day there was no insurance and I paid out of pocket for health care. Well back in there day health care cost were cheap, gas was a .25 cents a gallon also.
Advice to Management
Its 2012 not 1960! This is a forklift & equipment dealership not a department store. You should think about incorporating some other benchmarks into the R.O.A bonus system other then, return on assets. Here are some suggestions! Amount of market share increase over prior year, amount of new account business increases over prior year, and the amount new service and parts business over prior year!
Maybe then and only then everyone would be on the same page and work as one for the common greatness of the company to achieve goals other then R.O.A.
Offer rental units to the market and grow your rental business and again stop thinking of return on assets only approach. You will stop losing customers also.
You would greatly improve your business moral and culture if you were to do something as simple as give your people a stupid lunch in twice a year. It would really go a long way.
Completely upgrade your systems so people could more work done in less time.
The best reason to work for this company is the fact they are a strong company. There are benefits and the company car is a nice perk.
They don't value their employees, especially sales staff. There are constant wars between employees and departments and no one can control it.
Advice to Management
Please understand not everyone knows who you are and advertising is not money wasted it is money well spent. Learn the value of a well compensated sales staff and know they are worth every penny they earn.
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