Proservice Hawaii reviews

When I first applied for employment with ProService, I looked at the Glassdoor reviews. I saw the bad reviews amongst the many good. I thought “it’s probably a former employee that just didn’t fit well” and that was my first mistake. Please take the bad reviews into consideration. Now that I’ve worked for the company, I wish I did. - High turnover rate: I’ve seen many high performers leave this company. Because the turnover rate is so high, a lot of the work falls onto those who stay. -Work load: There is no work/life balance. It’s disappointing because the company preaches about taking care of your mental health, but does not do anything to help with this. You work through breaks, lunches, and PTO to catch up on the never ending work load. The responsibilities of your role changes constantly because the executive team is trying to figure out how to meet deadlines and make clients happy with a skeleton crew (in all departments). My anxiety and overall mental health deteriorated over the years while I was employed with ProService. You want to do good and be thorough, but you don’t have the space to do it. At one point, I stopped planning for the week ahead because I was trying to get through the day. - No structure/huge disconnect between the executive team and service teams: I guess when you don’t actively participate in getting the work done, you never really know what day to day looks like. They send out surveys to gauge employee happiness and although it got slightly (very slightly) better, results are showing unhappy employees and during my years there, I saw one change that benefit the teams. It feels like you can express your dismay as much as you please, but it will be a very long time before you see help. Low pay: If my review isn’t enough for you to consider another place of employment, please fight for higher pay. Because 10 out of 10 times, you will feel underpaid and overwhelmed. Think BIG and fight for a higher starting pay and maybe (just maybe) your time here might feel worth it. Career growth: If you don’t speak up and speak up again… and speak up again, you’re not getting a promotion. It doesn’t matter how great you are at your job or how much your clients love you. And if you want to move departments, be prepared to wait months before you transition into your new role. - Culture/values: On the surface, the PSH values and culture seem like amazing principles to live by. But, you need to live and practice by your values in order for them to be appreciated. PSH does not. It really feels like if you have an opinion about the way things are ran here, you’re not “in”. Good luck getting recognized if this is the case. You know the meme where it says “everything is on fire at work” “corporate: here’s a pizza party!” This is 100% what it’s like working here

* Giving “assembling-the-plane-as-it-flies” vibes, meaning management and leadership do not have an actionable plan in place to effectively manage the day-to-day responsibilities of a bloated client book - too large for their own good. This leads to the below considerations. * Managers wait outside at the door to check-in on subordinate arrivals, regardless of exempt status. * High turnover and attrition which leads to inflated workloads (coordinators seeing caseloads exceeding 75-100 ongoing and frequently work 40+ hours a week). * Corporate structure may not be for everyone. Hierarchal, tiered structure, with executive leadership calling all the shots and soliciting little to no input from those lower on the totem pole. * Cultural insensitivity is rampant with inappropriate terminology and statements being used to refer to colleagues (e.g., making jokes about the pronunciation of the letter “L” as an “R” sound, jokes about “colored” Christmas lights, associating the Maui fires with the holocaust, or using profane language to call upon a team lead instead of using their name) - these are not one-off occurrences, but regularly and routinely happen in organizational-wide team meetings. * Favoritism leads to preferential treatment - and raises/promotions- given to those who are friends with people who already work there. * “Stay in your lane” mentality, unless you want to be promoted or move to another department; then you are expected to perform work outside of your job description, to go “above and beyond”. * Not one team and certainly does not feel like one team. Instead the organization is arbitrarily segmented into dozens of sub-teams (arbitrary due to the small local market). * Preferential treatment is given to Sales, Implementation, and Account Management staff who have massive budgets and reward each other with outings and giveaways while your humble team of three may have two working on the mainland. * Remote work option is highly selective and generally allowed for those who have higher tenure and prestige with executive leadership. * Mandatory meetings that inform you of company goals that were devised because one of the execs read a book with “leadership” in the title. * No real understanding or comprehension of the Hawaiian culture is practiced or honored by the organization nor to the customers they serve - individual staff members excluded. CEO pronounces Hawai’i as one syllable “Hweye”, but their goal is to appear as ‘local’ as possible. “Mainlanders Turned Local” is a much more appropriate motto. * Promises made at the interview not met after employment begins - retirement match is discretionary. * Industry wages are low by comparison, which they acknowledge is nearly unsustainable in this state. Coordinators and Associates, many have more than one job.