Gulf States Toyota Reviews | Glassdoor

Gulf States Toyota Reviews

Updated March 1, 2017
25 reviews

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Full-time Part-time

2.8
Star Star Star Star Star
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Marty Collins
4 Ratings

25 Employee Reviews

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  1. Helpful (4)

    "Great Place to Work"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Houston, TX
    Current Employee - Anonymous Employee in Houston, TX
    Recommends
    Positive Outlook

    I have been working at Gulf States Toyota full-time (More than a year)

    Pros

    The company has been through a lot of transition in the last 3-5 years, but the culture is strong as ever. Associates are excited to come to work every day because they are challenged and enjoy the people they work with. The culture is a work hard but have fun culture focused on results and accountability. The corporate value of Fun and Pride is alive and well.

    Beautiful facilities, onsite cafe and gym, associate perks such as rodeo and sporting event tickets, strong benefits and a generous bonus program.

    Cons

    Company changes have been hard for some associates. Limited opportunities for upward advancement due to relatively flat organization, but company creates growth opportunities through lateral moves and development.


  2. "technician"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Lead Engineer in The Woodlands, TX
    Current Employee - Lead Engineer in The Woodlands, TX
    No opinion of CEO

    I have been working at Gulf States Toyota full-time (Less than a year)

    Pros

    i work for GST because i cant find a position in my field and its the only oppurtunity i got.

    Cons

    lift, mecanic, in bound, tire pressure

    Advice to Management

    should dont fucus about productions but quality and safty is more important.


  3. Helpful (3)

    ""No Respect""

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Installation Technician in Houston, TX
    Former Employee - Installation Technician in Houston, TX
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Gulf States Toyota full-time (More than 3 years)

    Pros

    Free lunch maybe, flu shot

    Cons

    I received no respect from this company. They are very political, and only like you if you only OBEY them. There is no advancement there, even if you have experience or the education, they already picked who they wanted. Some do not have any education.

    Advice to Management

    Have respect for your workers. Stop with your games and lies to employees. Listen to your employees!!


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  5. "Shop Floor Manager"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Shop Manager in Houston, TX
    Current Employee - Shop Manager in Houston, TX
    Doesn't Recommend
    No opinion of CEO

    I have been working at Gulf States Toyota full-time (Less than a year)

    Pros

    Additional $500.00 for Saturday shift worked by Shop Floor Managers

    Cons

    Lack of transparency in weekend scheduling. Front-line supervisors have over 30 employees to manage which is greater than the Senior Operation Managers. The span of control for management is questionable and does not provide value; too many Senior Ops Managers: Shop Floor Managers.

    Advice to Management

    1. Conduct Value Stream Mapping and determine what value Senior Operations Managers truly provide. Map out your business basic processes, construct a RACI matrix and identify which of your people have the most Responsible or Accountable steps in your process, that's the person you need to keep.

    2. Mandate that your Senior Managers are true Lean Practitioners and Six Sigma fluent.

    3. Continue to challenge your Senior Managers technical competencies, align their performance with true KPIs which are available for all to see and understand.

    4. Stop the nepotism and diversify the demographics of Senior Management to prevent the perception of favoritism based upon race.


  6. Helpful (1)

    "BEWARE: If you are a visionary and think "out of the box", this is not the place for you!"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Manager in Houston, TX
    Former Employee - Senior Manager in Houston, TX
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I worked at Gulf States Toyota full-time (More than 3 years)

    Pros

    The Friedkin family, that owns this company, originally built this company into an ideal place to work. Their values were built from the ground up. This has been FORGOTTEN. Current state of affairs = Ground Your Key People OUT. DAN! TOM! Wake up!
    COMPENSATION: This is probably the “carrot” when it comes to this company. Higher than average initial compensation, benefit and bonus plan. Company car that you pay for, though a direct lease will cost you less. Current culture, if you are a new hire with skills that threaten management, equates to a free-lance gig. From a gender perspective, don’t expect to advance rapidly if you are a woman and working in OPERATIONS. Try Marketing or HR.
    CULTURE: If you keep your head down (though you are encouraged to voice your concerns via “Engagement Surveys”, this is the place for you. Total Quality Management left the building a couple of years ago. From the “outside (fired/managed out) looking in, their esteemed CEO, Marty Collins quit suddenly. This was a genuine leader/visionary that understood the value of human capital. Apparently, this understanding went awry since he suddenly quit and was replaced by Jeff Parent who was just moved into a different position for the Finance wing of the company. Come on! For the record, Jeff Parent is a brilliant man with outstanding leadership qualities though his senior leadership below him were not aligned with his quality of leadership.
    SUSTAINABILITY: If you are not a white male, sycophant, supposed “friend of the FAMILY”, sterile, not working on a higher degree (that distracts in this case from your job), then don’t plan on working here for longer than 2 years in OPERATIONS. HR, Marketing, Finance are safe havens for you otherwise.
    I, my colleagues that have been ostracized from this company, etc., could add more to this review . . . but we are already EXHAUSTED by our experience prior to be managed out or “FIRED”.
    This company has many lawsuits in progress, settled, and upcoming when it comes to ABUSE OF THEIR EMPLOYEES!

    Cons

    This is a long list but was compiled from the input of many highly-qualified employees that were managed out, or “politely” “fired!”
    CULTURAL DOWNSHIFT: You are walking on ice. Big cultural shift occurred in the last 3 years. Senior leadership initially appears supportive of YOU/new talent but will turn against you when you become their “encouraged” "voice of change" or develop systems or processes that EXPOSE upper management errors (CONTROLS GROUP, DIRECTORS). Excluding the VP at this point since some of the input is optimistic that his actions were a product of the previous groups highlighted in parentheses.
    WORK LIFE BALANCE: “Bait and Switch” from “hire” to “fire”.
    If you are a young, aspiring employee . . . Let me clarify this. You are building a family in your early years. You are not going to be a “cultural fit”. You must be 200% devoted to your job and put your family 2nd. OK. Understood, if this was relayed upfront but the original “sell” was, FRIEDKIN believed in work/life balance. It’s not the REAL reality. Take note, if you are thinking of applying, have applied, or are currently employed (“you already know”). The real, current state of affairs, does not support/sustain the original vision of Friedkin/GST values!
    SYSTEMS:
    If you plan on being “value add” at this company, try to leverage your roots in SQL and other antiquated programs. This company DOES NOT invest in technology where it matters most, and as a result of their lack of planning, will set you up for failure. It took more than 5 years to re-implement a warehouse management system (WMS) that they KNEW was out of date but were eventually forced to upgrade ONLY because the Manhattan (the software provider) would not support additional support.
    This probably saved a lot, a TON of money for the company, but what did it COST??!! The customers suffered because of service degradation, and GST associates suffered because they were being “whipped”/driven to create results that were not supported by an updated system!!! This is NOT THE TOYOTA WAY. Apparently, it’s the Gulf States Toyota (GST) “way”.

    Advice to Management

    FROM THE TOP: The CEO, Marty Collins, recently QUIT! This IS a real leader, that “appeared” to believed in PEOPLE. “Glass half full”, this LEADER was probably fed up with the course that the company is currently on.
    WAKE UP! YOU ARE CAUSING AN IMPLOSION!
    This company (GST, FRIEDKIN) shouldn't be allowed to breath the title, "TOYOTA" in the same sentence. They are so far removed from TPS. Their version of LEAN is managing out/terminating the very people that accepted employment at this company with the misconception that it was a valid extension of TOYOTA.
    CALL TO ACTION TO OWNERSHIP!!!! Revisit and understand the company's values. The current company has taken a 180 degree turn against their original values. FIT IT NOW BEFORE IT’S TOO LATE!
    Your leadership is LOST and you are/have managed out your most valued resources/investments in terms of human capital.
    FIND YOURSELVES! The CORE OF the company is barely there. Those of us that believed in this, are still optimistic that this company will remember “WHERE IT CAME FROM!”


  7. Helpful (2)

    "Management"

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

    I worked at Gulf States Toyota full-time (More than 3 years)

    Pros

    Money is very very good

    Cons

    Management - you can not trust them.


  8. "Shop Floor Manager"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Shop Floor Manager in Houston, TX
    Current Employee - Shop Floor Manager in Houston, TX
    Recommends
    Neutral Outlook
    No opinion of CEO

    I have been working at Gulf States Toyota full-time (More than 8 years)

    Pros

    Great place the grow and polish the skills of motivation

    Cons

    Political based in how decision are made. Not equipped to support a system of mentorship and employees growth.

    Advice to Management

    Take time to understand that your resources of success are your employees. Challenge them but guide with wisdom to match the enterprises needs and enhancing your team members


  9. "Transport Driver"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Houston, TX
    Current Employee - Anonymous Employee in Houston, TX
    Recommends
    Positive Outlook
    No opinion of CEO

    I have been working at Gulf States Toyota full-time (More than 3 years)

    Pros

    A place to make a good living.

    Cons

    Sometimes expects to much out of some people and let's other slack off without repercussions. Being forced to work On paid Holidays.

    Advice to Management

    Get the others that aren't pulling there own weight out. So you won't push the guys that work over the edge.


  10. "GST"

    Star Star Star Star Star
    Former Employee - District S&P Manager/District Sales Manager in El Paso, TX
    Former Employee - District S&P Manager/District Sales Manager in El Paso, TX

    I worked at Gulf States Toyota (More than 10 years)

    Pros

    Great people to work with!

    Cons

    I can't think of a thing. Great company.


  11. "Evolving and successful company, poor organizational culture, and too much overtime"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Manager in North Houston, TX
    Current Employee - Manager in North Houston, TX
    Recommends
    Positive Outlook

    Pros

    Good benefits. I enjoy working with many of the salaried and hourly associates as most have a great attitude. The production environment at GST is continually changing and as a manager I spend much of my time on my feet solving problems (which I enjoy). Hourly associates may find their positions tedious and repetitious . Pay and compensation seem to be average or slightly above average given the job and task requirements.

    Cons

    If you're an hourly associate, hopefully you are looking for overtime- you can plan on working 10 hrs/day, M-F and 8hrs on SAT. Lower level management should expect over 60 hours a week and to work at least every other Saturday (Myself and other recent hires found this out the hard way- while interviewing we were misled as to how many hours we'd be working as our interviewers downplayed the work schedule in a disappointingly dishonest manner). Mid and upper management only work 8 hrs/day, 5 days a week. Many of the mid level managers don't have college degrees and appear to be struggling. Some hourly associates don't speak English.

    Advice to Management

    Focus on honesty and developing trust with direct reports and hourly associates. The overall disconnect between management, first line supervisors, and hourly associates is staggering. Work to improve the dramatically low trust environment that has been created over the years. Stop talking about "leadership" and start acting like "leaders". If you tell your associates to work during the weekend, show some initiative and come to work as well.


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