Just my point of view - Senior Supplement Negotiatior Snapsheet Employee Review

1..Management/employees is not diverse, never was. I knew about a year ago more than likely would not be a place where I would retire from as it is hard to feel comfortable cause I could not see reflection of myself in upper management, positions. Let me clarify Now just cause I am saying it was not diverse does not mean they are Discriminating I repeat they were not Discriminatory,just for Me that was my one of my con reasons the lack of diversity. I was never treated differently cause I was the minority, as they grow that should be able to increase the diversity I’m just saying I could count how many people who looked like me but couldn’t keep count on those that didn’t. 2. Managers were not properly trained how to manage (and that is on upper mgmt)just because someone makes their numbers does not make them manager material looks at other aspects when promoting, just cause you can write 15-20 or more estimates a day DO NOT I repeat DO NOT make you a manager material (just cause I bark don’t make me a dog need a lot more than that). You need to know how to manage people not a cookie cutter approach and use emotional intelligence which most don’t have. Here is a recommended read by Daniel Coleman “Emotional Intelligence” should be given to every manager, team lead or anyone who is looking into management and learn to implement the skill set if you haven’t been cause in that book either you got it or don’t. I have dealt with managers who and some that just don’t. 3. Learn to listen to those in the trenches we may know a little something that can help with making the process more smooth instead of reinventing a process yourself and calling it 2.0, 3.0,4.0 etc 4. Treat everyone fairly. I mean if you aren’t going to implement warnings, pips, written fairly and do it with everyone. Know people talk that is not done fairly cause I would be like you didn’t get anything and I did 5. Be available when employees request your assistance this goes to managers/team leads. If it don’t apply let if fly if you are one of them that go out your way to be of assistance. 6. Don’t work the mess out of your employees and expect them to flex, cause flexing does not fix the issue, you give one dept OT but off the other Flex only when we are all hourly. Flexing is still just 40 hrs so at the end of the day still the same amount of time to get work done does not allow more time to get more done. It is simple math 7. No work culture or the work culture is Everyman for themselves this needs change 8. Again LISTEN if a lot of people have the same complaint it might be a problem aka cherry picking estimates, 9. Hire an independent contractor to do a time study to make sure you guys are fairly calibrating metrics that is fair for everyone or instead of pulling things out the air on a select few so as an organization mgmt can be calibrated. Many successful companies do this 10. Do calibration assignments to ensure all estimators are calibrated with Snapsheet expectations. For example week send out a damage photo and get responses 11. Live by the Golden Rule and everything else above will fall in line