Leedo Cabinetry Reviews | Glassdoor

Leedo Cabinetry Reviews

10 reviews

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1.7
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Ken Hirshman
4 Ratings

Employee Reviews

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  1. "Decent place to work"

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

    I have been working at Leedo Cabinetry full-time

    Pros

    Outstanding vision from top-down. The initiative and goal of continuous improvement has driven a cultural change that will make the company more successful.

    Cons

    Benefits are below average. Career advancement seems to be quite slow, however, opportunities are there.


  2. "Unqualified Managenet"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Project Coordinator
    Former Employee - Project Coordinator
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Has a average 401K package.

    Cons

    No job security.
    Fire and hire business.
    Under qualified management staff.

    Advice to Management

    Should have a better resource management strategy.

  3. Helpful (1)

    "IF YOU REALLY WANT TO SEE HOW NOT TO RUN A BUSINESS, WORK HERE"

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

    I worked at Leedo Cabinetry full-time (More than a year)

    Pros

    It's hard to come up with any "Pros". I suppose, if you need a job and they are hiring, that would be a Plus

    Cons

    Screwy company all the way from the time you accept their letter offering you a job, until you leave (usually not of your will).

    1. They have a 401k plan - you can put in part of your pre-tax salary but unlike other large companies, they do not match your contribution at all. You're better off putting money in a saving account at the bank.

    2. They have Salary and per/hour workers. Very few are salaried.

    3. They'll work you to death. This sounds good as you've read "2." above, but they won't/don't pay your over-time @ 1.5/hr. I don't know how they get away from doing this - but they do. It works like this:
      You're worker-bee getting paid $15/hour. Typical OT would dictate if you were to work 10 hours OT you would receive 1.5 x $15 for each OT hour ($22.50). At Leedo this would be not true.
      The more OT you work, the lower your regular dollar/hour wage goes down. So the more you work, the less benefit to working OT you'll see. For example, 40hr/week @ $15/hr. = $600/week. Using their calculations, if you worked 10 hours of OT, your paycheck would show your standard wage to now be $12/hr.
      They would then multiply $12 x 1.5 to show that your 10 hours of OT now only gets you $18/hr. Keeping in mind if you didn't work any OT your pay was $15, it's amazing how after 10 hours of OT your base pay has lost $3/hr. Of course, the more OT you work the worse it gets:
       Let's say it's a busy week and you work 20 hours of OT. Your base pay has now shrunk from $15/hr. to $10/hr. - like I wrote, I don't know how they can do this.

    Not necessarily a "CON", but they pay you weekly, rather than bi-weekly like just about every other big company does.

    Being employed their for just over a year I saw them get rid of over 74 employees - not something you like to see, working a week and finding 20 people gone within that 5 day period.

    Advice to Management

    Management - you're in a tough spot. The CFO in 2014 screwed things so bad you had to send employees home after working 4 days, to cut costs. Many high paid execs were chopped as well to try to stem the bleeding. It's hard to feel sorry for you though because of how you treat the employees.


  4. "Software Engineer"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in East Bernard, TX
    Former Employee - Anonymous Employee in East Bernard, TX
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Good place to start your first Job

    Cons

    Not much room for some one looking to learn new technology on the job.

    Advice to Management

    Would be nice to follow process standards un managing projects


  5. "2nd shift leadman"

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

    Pros

    No traffic, benefits, uniforms and weekly pay

    Cons

    No reviews, no pay raise, hot environment, no break rooms. Cats, dogs and rats, in facility. Not all safety is in forced. No training for employees on machinery. No set hours.

    Advice to Management

    NONE!!!


  6. Helpful (1)

    "Regional coordinator"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Stafford, TX
    Current Employee - Anonymous Employee in Stafford, TX
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Company had a lot of business, employees were very nice. Christmas time off was a plus. Many positions available for growth.

    Cons

    Upper management belittled its employees in many occasions. Human resources department is very unethical and not able to help you when you most need them. They expected you to work overtime and did not compensate you on the contrary they did this horrible variable work week. Even though there were many positions available for growth they would prefer to hire externally. Compensation is better defined as under compensated. You wore 3-4 different hats but were only paid for 1-2.

    Advice to Management

    Walk in your employees shoes, learn their steps and processes as well. Ask your employees what can be done to make things better make them feel that their voice counts as well. There are a lot of great minds there that are not fully appreciated.


  7. "Too many hours and expectations not enough support"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Production Supervisor in El Campo, TX
    Former Employee - Production Supervisor in El Campo, TX
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I worked at Leedo Cabinetry full-time (More than a year)

    Pros

    The business is there, but they have no idea on PMs, leadership, and taking care of their employees.

    Cons

    Expect you to work 12hrs a days and Saturdays with no further compensation or recognition. Upper level leaders took a lot of "personal days" for issues that lower levels could not. Do I say not as I do leadership style.

  8. "Company is good at selling, but not manufacturing."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Production in El Campo, TX
    Former Employee - Production in El Campo, TX
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Leedo Cabinetry full-time (More than a year)

    Pros

    A lot of demand and sales for the product. The housing/new construction industry seems to be on the rise again, and there is a lot of potential for the company to get a lot of work if they do not tarnish their name and continue to disappoint customers.

    Cons

    Management is trying to cut costs too soon causing a high quantity of mistakes. For example, there is no quality inspector. Ideally, operators should be responsible for quality, however, with so many new employees the costs of hiring someone to focus on assuring quality of the product before large amounts are produced would be quickly offset by less large mistakes (also, this would require less Saturdays to be worked with little to no notice for the employees AND would enable to product to be delivered to the customer in a timely manner). Too many times bad product is made in large quantities and caught at the end of the manufacturing cycle (not to mention order entry of configuration errors - where the product is made as specified by the system, but then turns out to be wrong -- again often not caught until a large quantity of parts is brought together to be assembled).

    The management also does not seem to be aware of the production bottlenecks or how long different processes will truly take. Proper research and time studies were not done when planning the production output, and time. Very little JIT/LEAN manufacturing principles are applied. Often to get the holidays off, employees are then required to work Saturday (with little to no notice). Many times salaried employees work long hours and weekends (70-80/week) with no extra compensation.

    Furthermore, after enduring these pitfalls, reviews are not given in a timely manner and bonuses were not given even when your job was done well and your department was performing as well as it could be considering how it is set up.

    I cannot say this strong enough, management does not have any concept of employees' work/life balance. Costs to the employees continually increase (particularly more hours required to work for salaried employees) with now increase in benefit.

    Employees are asked to work in hot environment without fans. Many fans are situated throughout the plant blowing in areas where employees are not. Management/maintenance did not take time to reposition them for at least 2 summers.

    Advice to Management

    Minimal benefits for employees. Set a deadline for whether or not Saturday will be worked (ie. by lunch Wednesday). After a set number of Saturdays worked for salaried employees (10 or so), increase compensation. Get the plant to run smoothly, train the employees, produce good quality - THEN try to get it to efficiently.


  9. "Too large of a workload on management to provide proper training or support to new field manager"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Field Manager in Annapolis, MD
    Former Employee - Field Manager in Annapolis, MD
    Doesn't Recommend
    Positive Outlook

    I worked at Leedo Cabinetry full-time (Less than a year)

    Pros

    Company is growing in the multifamily construction market

    Cons

    Needs to work in shipping logistics and the packaging &the loading of their cabinets. Damaged and back ordered products are a constant problem and the subcontracted installers are unreliable leaving the field manager at the center of constant crisis management with no support to provide long term solutions to clients.

    Advice to Management

    Develope a better onboarding and training process. Focus more on finding better installers are or hiring an installation crew for each area that can aide the field manager when subcontracted installers don't show or need support to maintain clients schedule of work


  10. "Poor Company Culture"

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

    Pros

    Leedo does a great job a getting very good people to work for the company. Surrounded by lots of talent.

    Cons

    Treats employees like a number. Evident they do not care about them and are constantly belittling them in front of their peer group. No concern for work-life balance.

    Advice to Management

    Executive management needs to do a much better job in understanding the pulse of the company and how their employees feel. They will continue to have a high turnover rate if they do not.