No hope in sight for the Automotive distribution business - Operations Manager Uni-Select Employee Review

1.0
Feb 1, 2014
Recommend
CEO approval
Business Outlook

Pros

Did have many good people working there, a small core that tried to make a difference. Good to work with.

Cons

No Leadership - changed org chart at least twice a year over 10 year time span. They moved the same people around the chart and continued to get the same results. American management always worked against their Canadian owners - as a result one of the worse cultures in the Automotive Aftermarket in the US Most of the talented people were either let go or left on their own.

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5.0
Jun 11, 2016
Recommend
CEO approval
Business Outlook

Pros

loved everything i did there and more would not have went anywhere else

Cons

can not say anything bad about the company

2.0
Sep 9, 2011
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Benefits are very good. The Human Resource department really does seem to care about the employees. Unfortunately, there is their hands are tied as to what they have the ability to do.

Cons

Roanoke office Supervisors & Management they have NO people skills. You get NO training, and they speak to you like you are beneath them. You can't ask questions without fear you'll be reamed out. This office is like a prison, no morale, no talking, people scared to death to contact human resources for fear of being terminated. You have no management In Roanoke to go to if there are any issues. Employees keep getting more work load, with unrealistic deadlines. This is due to people leaving because of all extended hours required, and they were never replaced. When the company gets rid of a particular position, they will not move current employees into those positions. Regardless of how long they have been an employee been with the company, their experience, skills, or devotion to the company. Instead they hire temporary workers to fill those positions, and terminated the employees that the jobs have been eliminated.

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