Good Old Boys Club - Customer Service Representative Sunbelt Rentals Employee Review

2.0
Dec 7, 2017
Recommend
CEO approval
Business Outlook

Pros

It's better than being unemployed

Cons

1. It's a good old boys club, sales reps and management get PAID and flaunt it while doing little to no work. Counter workers, mechanics, and drivers do the "heavy lifting" and carry the majority of the workload with little to no reward. 2. Profit Sharing is a joke, the company has grown and looks good financially on paper, but you will NOT see the results as a front line, difference maker. 3. Be prepared to be asked to do anything and everything and get nothing in return. 4. They hire from outside when they could promote within or they promote the least qualified. 5. Don't expect a big raise. 25 cents to 50 cents a year with no other opportunity for raises outside of yearly review. 6. Leadership will actively under staff locations in order to pad their pockets I assume. 7. No opportunities given to front line employees for feedback to upper management. 8. Medical benefits for a family of four is equivalent to 1/3 of your paycheck. 9. Training and communication about standard operating procedure is almost non-existent.

Explore other reviews about Sunbelt Rentals

5.0
Jan 5, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Good benefits, pay and voice is always heard.

Cons

Work life balance could be a little better.

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Sunbelt Rentals Response
5mo
Thank you for this 5-star review! We appreciate your feedback and hope you continue to grow with us. Thank you for all you do!
2.0
May 27, 2026
Recommend
CEO approval
Business Outlook

Pros

company truck, company gas, expense account

Cons

Coercive Non-Competes: Instead of retaining talent through fair pay and competent leadership, management uses overreaching non-compete agreements to trap their workforce. Seeing colleagues like Zane bogged down by these heavy-handed tactics shows a fundamental lack of respect for employees' career mobility. Pervasive Micromanagement: Leadership insists on controlling minor details, bottlenecking progress and alienating competent employees. The Sunk Cost Fallacy: Instead of learning from mistakes, senior leaders consistently double down on poor decisions, driven by an unwillingness to admit fault. The Peter Principle in Action: The executive team suffers from an overinflated sense of their own acumen, which barely masks a fundamental lack of competence. People have clearly been promoted to their level of incompetence.

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