Hibu – Bully culture at the field level. Even at objective you're made to feel you can do better. Get a sale a week and you're asked to get 2, get 2 sales and you're told to get 3. As I said even at objective you're made to feel inadequate. | Comparably

Hibu – Bully culture at the field level. Even at objective you're made to feel you can do better. Get a sale a week and you're asked to get 2, get 2 sales and you're told to get 3. As I said even at objective you're made to feel inadequate.

Hibu società ha sostenuto
Hibu is an internet services company that helps communities thrive by facilitating connections between consumers and merchants. leggi di più
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Bully culture at the field level. Even at objective you're made to feel you can do better. Get a sale a week and you're asked to get 2, get 2 sales and you're told to get 3. As I said even at objective you're made to feel inadequate.

Che cosa sta andando male e come può essere migliorato?

Go back to under promise and over deliver. Currently its the opposite.

Cosa ti è piaciuto di più del processo del colloquio lavorativo?

The Regional spent more time trying to sell me on the job and talk about his basketball days then actually interviewing me.

Quali sono alcune delle cose migliori della tuo team?

People who care about what they do and want to do a good job but become dejected because it seems the company is working against them.

Che cosa deve fare il gruppo dirigente per migliorare?

Company fulfillment is grossly lacking, forcing sales to jump in since to the customers THEY ARE Hibu, then told by their RSM to "focus on new". The result is churn and burn customers and sales reps. If you are interviewing with this Company, ask the hard questions about turnovwe.

Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?

Without proper fulfillment on the back end, reps have to constantly go back to do/fix things that fulfillment promised but did not do, causing customers to fall out. This makes it unlikely you will acheive and sustain top tier pay. Ask percent of reps at premium pay, actual numbers, they track it.

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