Benefits Data Trust - Good company, above average pay and wonderful management! | Glassdoor
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There are newer employer reviews for Benefits Data Trust

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"Good company, above average pay and wonderful management!"

Star Star Star Star Star
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Benefits Outreach Specialist in Philadelphia, PA
Former Employee - Benefits Outreach Specialist in Philadelphia, PA
Recommends

Pros

The pay is much higher than any other non-profit phone job. The entire management staff is very approachable, flexible and respectful.

Cons

Too many overeducated, socially conscious, self righteous people at once can be overload. There are lots of annoying college students that work here.

Advice to Management

Management does a fine job. No complaints.

Other Employee Reviews for Benefits Data Trust

  1. Helpful (2)

    "Lots of potential, lots of pitfalls"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Recommends
    Disapproves of CEO

    I worked at Benefits Data Trust full-time (Less than a year)

    Pros

    BDT is a smart and innovative organization that cares about quality and does good work. In my time at BDT, I learned a lot and certainly feel that my experience there helped me to grow professionally.

    BDT is a diverse organization that - at least in good moments - genuinely strives to be self-reflective and solutions oriented.

    BDT is rapidly growing, which provided opportunities for some people to advance, and/or move into areas of personal interest.

    Most of all, BDT is filled with lots of inspiring, hard working, caring and quirky individuals. Even on the worst days, there are people there to pick you up and make you laugh.

    Cons

    During this period of aggressive organizational growth BDT has prioritized this growth over quality. At one point, the mantra was to respect and value the work we had in house first and foremost, but at some point there was a clear shift away from this value.

    BDT at times exhibits deep hypocrisy. With a mission of addressing poverty and helping vulnerable families and communities, BDT should not be taking funding from companies that produce poverty, or failing to pay employees a living wage. While front line staff can earn $15/hr this is barely enough to survive, and it is well known that upper level management earn very generous salaries- even more than the average for their positions in the field

    In my experience, BDT is not truly open to feedback on an organizational level. Certain managers truly are, but at the end of the day change is dictated from the top-down and there is a serious lack of transparency in decision making.

    I experienced and witnessed a toxic culture of nepotism. Ultimately, if you don't smile and agree with the decision makers, you cannot progress.

    Advice to Management

    Practice what you preach - truly. Be humble, be honest, and be kind. Consider the cost of aggressive growth and whether ego lies behind this aim. Value your employees and invest in them.


  2. Helpful (3)

    "Defeating Workplace"

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

    I worked at Benefits Data Trust full-time

    Pros

    There are genuinely great people with great ideas who work here.

    Work is steady and management is generally flexible with schedules or when you have circumstances outside of work that need to be dealt with. It's very difficult to get fired unless you arrive late every day.

    Cons

    A lot of promotions are based on personal popularity or based on it being an employees "turn" for a promotion. Employees who don't truly posses the qualifications for a higher position are placed in the position anyway. This leaves a lot of gaping holes where a team leader or manager *should* be able to coach their team, but because they lack the skills or knowledge they needed in the first place, their attempts at managing or coaching are completely ineffective.

    Low-level employees are treated like they're in kindergarten, having to time and account for each second of the day, including bathroom breaks, while high level managers do whatever they like, regardless of the rules. There were a few days in a row when a high level employee brought their baby into work for the entire workday, but if a BOS did this, they would immediately be told how inappropriate it is.

    Management pretends very very hard that they want to hear feedback from low-level employees, but only if it's something they wanted to hear in the first place. Someone brings up an idea with valid arguments for it, it gets shot down by management because "that's the way we've always done it" and then two months later a manager "comes up with" the same idea, and it's treated as the best idea in the world. BDT even had an outside non-profit come in to help figure out what they were doing wrong. Employees were able to give candid, hard-to-hear feedback. Management interpreted most of the feedback as positive and nothing ever truly changed. Ego and competing toxic personalities really hold this organization back from being great.

    BDT is stepping away from quality in general. As the organization grows, they can't manage training so many people, so training has been shortened and new BOS have far less support than they used to. It very much felt like quantity (having a warm body in each seat and a voice to answer the phone) was more important than quality by far. Another reviewer said it was the most corporate non-profit they ever encountered and I would agree.

    Advice to Management

    Listen to your employees when they tell you how unhappy they are. Provide more resources for support other than information about "self-care." Do something to address the turn over. When employees are treated like children and aren't truly invested in, they get fed up, mentally check out and leave. Promote people based on actual qualifications and job performance. Stop treating employees like they are interchangeable. Help your president figure out how to relate to the staff and be less tone deaf when addressing them.

There are newer employer reviews for Benefits Data Trust
There are newer employer reviews for Benefits Data Trust

See Most Recent

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