Constant Contact - Sales rep | Glassdoor
There are newer employer reviews for Constant Contact
There are newer employer reviews for Constant Contact

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Helpful (13)

"Sales rep"

StarStarStarStarStar
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Sales Consultant in Loveland, CO
Current Employee - Sales Consultant in Loveland, CO

I have been working at Constant Contact full-time (More than 3 years)

Pros

Free pop , tea & coffee. Beer Fridays. Occasional free food.

Cons

Misguided confused management demanding sometimes impossible sales numbers of the sales team.

Advice to Management

Worry about your sales reps' paychecks and not your own so much. Go back to a sales org not a call center. Consider helping the customer NOT just getting their credit card number.
Get back to the basics of what made this company successful to begin with and for more than just a few weeks before changing direction again. HELP the customer, don't just take advantage of their desire to build their small business.

Other Employee Reviews for Constant Contact

  1. Helpful (18)

    "Benefits include beer, birthday cake, BBQs, and an insurmountable amount of red tape."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Support Representative in Loveland, CO
    Former Employee - Support Representative in Loveland, CO
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I worked at Constant Contact full-time (More than 3 years)

    Pros

    You'll be a part of an award-winning, vastly growing company.

    9 times out of 10, customers will be amazing people to talk to.

    The occasional freebies, parties, and giveaways are a nice touch, even though it's like numbing the pain of a broken leg by giving you a puppy.

    It's easy to make great connections with other members of your team.

    Cons

    The company has shifted to focusing more on its policy than its people; its statistics more than its service. As a result, the "talent and ambition" you come to the company with will lose its value quickly as you realize your personality needs to shift to the standards and protocol designed by people who make it clear that they are more important than you.

    The long-term and short-term goals of your department usually directly conflicts with that of departments you rely on, so adhering to metrics and quality standards is better achieved by "working the system" rather than learning to do your job better. Requesting training and assistance to do your job better is something usually frowned upon if it takes you away from your phone, so expect to do a lot of research on your own time and own dime.

    Favoritism reigns supreme and it usually has absolutely nothing to do what you know, but who you know and how often you go drinking with them.

    Career growth and new positions seem less like a smartly developed plan to move the company forward and more like something made up really quick to shut up the individuals complaining about the monotony of their job and the lack of opportunity.

    Between team leads, mentors, supervisors, interim supervisors, interim managers, managers, senior managers, and coaches, the amount of "higher ups" and red tape you have deal with to present any idea or constructive feedback makes "being a stand out employee" just not worth it. Cater to the nepotism if you want to succeed, your big ideas can come later.

    The product itself is difficult to believe in and its frequent updates and changes feel a lot more like damage control than innovation.

    Advice to Management

    Constant Contact was once a company I was proud to work for and loved walking into every day. In the past year and a half, you've lost that completely and have sacrificed the well-being of your internal customers for the sake of barely satisfying your external ones. The product, once cleverly planned out and developed, is now "interface tweak after interface tweak" designed to try and reduce call volume but, more often than not, increases it instead to the blatant ignorance of the product engineers. Instead of building a better solution, you're merely building a better looking solution and the frustration from customers falls on employees that seem to be regularly reminded that they are expendable.

    Please take a look at your core values and have the difficult conversation about how those core values are applied to the communication between "management" and those on the ground floor and then (and here's the hard part) ACT to resolve the glaring issues that you'll see. Please take into consideration the feelings and needs of your employees to enjoy their job and provide them real respect...not just beer carts and false hopes.

    Please stop being slaves to statistics and understand that, though putting customers first is a great thing, it does not mean you should sacrifice your integrity and your people to do it, especially since we all share the same goals you do.


  2. Helpful (7)

    "A good company doing good for small businesses and nonprofits."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales Consultant in Waltham, MA
    Former Employee - Sales Consultant in Waltham, MA
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at Constant Contact full-time (More than 3 years)

    Pros

    You're selling products which really help small businesses market themselves well, so it's nice to come to work at a place where one can believe in what they're bringing to market. Being a publicly-traded company also allows them to offer a pretty competitive benefits package.

    Cons

    Working for a publicly-traded company means all employees are subject to investor pressure. There is always external pressure to do more. When times are good, investors want to make even more money. When times are not good investors want to know why they're not seeing a return on their investment. The latter led to lots of internal pressure, especially on the employees in my department.

    Advice to Management

    Don't make Constant Contact a sweatshop. Hire salespeople who have a strong track record and whom you trust, then trust them to do a great job for you. Let them manage their pipeline the way they want and hold them accountable for the results which matter (sales and revenue) and not the ones which don't (call stats).

There are newer employer reviews for Constant Contact
There are newer employer reviews for Constant Contact

See Most Recent

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