They nearly never pay what a position is worth, and treat their employees like they are entirely expendable. Certain supervisors/managers find it entirely appropriate to get into yelling matches with employees out in the open. For a long time, the company culture seemed wonderful, until the people who made it wonderful left due to being treated badly or being underpaid, and it is realized that the company culture is only focused on profit and not employees in any capacity. For such a huge focus on profit, those who make decisions never listen to what problems need to be fixed, and instead blame employees constantly for any profit problems the company has. The departments do not communicate with each other effectively at all, and instead spend much more time blaming each other than coming up with solutions that involve all of the departments working together. The few people within the company that consistently have good ideas for improvement are put to the side or treated as if they are a problem for constantly speaking up (even when it is specifically their position to do so). Certain departments brought in newer employees to replace the good ones that have left (due to lack of decent pay or being treated badly), and the newer staff receive nearly no training (or no effective training) and then do terribly. Many of the staff within a few departments have no clue how to speak to customers, there is no one to train them on how to have proper customer service, and it is reflective in the more recent reviews.
Upper level management puts on an act of caring, but they do not even manage to pull off the facade correctly and seem entirely disinterested in their employees, quality, or even business at times. Upper level management often makes odd decisions as well. They will not allow departments to hire staff when it is absolutely needed, do not listen to their department specific management, and do not have any focus built into the "company culture" for customer service. Decisions are made often to wait to hire staff, provide training, have meetings, or make internal changes that will make the experience better for the customers, staff, and business, but new device models are rushed out without proper testing and a "fix as we go" attitude. Company-wide, the entirety of the staff quietly and consistently complains that ever since the "investors" have become involved, the company culture has started to go down-hill, and it is reflective down to the customer experience.
HR, benefits, company changes. GPS Insight upper management makes drastic changes to their methods of business too frequently and without notice. Example: Benefits changed this year, benefits packets were not handed out, and nearly no notice was given about a very short benefits enrollment time.
