Hiring process and management is a joke; conform or die. - Sales Coordinator Integrated Procurement Technologies Employee Review

Inaccessible incentives are dangled in front of you throughout the hiring process to 'sweeten the pot', but you will see none of the rewards. Commission goes to project managers and the AESOP program sounds great… if they decide you are worthy of it in 10+ years and prove yourself to the company by bending over backwards at every opportunity they choose to give you. Sales coordinators are the backbone of maintaining a smoothly run business, finding leads, sending quotes, communicating with customers, and maintaining records... and they are not included in many meetings and events that would provide personal and professional growth opportunities. Project managers and business directors are constantly out of the office (work related and personal); While work is shifted around to accommodate salaried employees in various in and out of office settings, hourly employees are expected to pick up the slack and keep moving. Favoritism is incredibly apparent in the way they interact with and speak about employees— both to their face and behind their back. I expressed the need for disability accommodations and provided my team with transparency about my health and life events outside of work since day one. Management hired me on knowing about my pre-planned travel, and after I advocated to be hired upon my return rather than immediately after the interview. When I returned, I was expected to know the intricacies of a job I had started a month prior with many of my training criteria on their training sheet still unmet. I addressed my concerns with the quality of training I had received and advocated for more, after receiving barely two weeks of true insight into the job before departing for a month. I provided direct examples and solutions in regards to areas I felt I could improve. Eventually, I began compiling my own training materials to reference and review. During this process, I noticed that many of the guides they shared for new employees hadn’t been updated in almost a year and contained incorrect information. I took it upon myself to update as many of the files as I possibly could each time new information came in, so guides could be accurate. When I proactively called a meeting with my supervisor to ask about how this would affect my performance review I was told not to worry about it— if I was still struggling at my 90 day review we would create a system to focus on the areas I wasn’t yet proficient in. I never showed up late, always completed my work on time, communicated articulately with my team about scheduling, took note of the numerous internal errors I was seeing and shared these with my supervisor for correction. I took my OSHA mandated employee breaks, had good working rapport with my team (or so I thought), and made it abundantly clear that I was open to feedback and willing to work on any skills they felt were lacking. I asked on multiple occasions to sit with my project managers, took the initiative to request time in business meetings to get a better understanding of the inner workings of the company and expressed my desire to assist in training new hires. I was let go in a meeting before the start of the day, after my 90 day had been pushed multiple times. When I showed up, I was informed I was being let go due to mistakes, but when I asked for further information they had no direct examples to provide. In the weeks leading up to this meeting I was not made aware of any big mistakes on my part, and had actively been asking questions as was suggested to me. “Ask questions”… but not so many that your fellow employees actually have to help you. Asking them about my lack of training and disability accommodation yielded the same results… in short they did not care how hard I was trying or how dedicated I was to learning and growing with the company— I didn’t fit in by their standards, so I was taken out. For a company that prides itself on efficiently meeting the needs of complex military and government agencies, there is little to no respect for diversity and inclusion. I was informed after my departure that management held a meeting to talk about what happened— containing vaguely veiled threats to other employees about their performance. When a coworker asked why I was let go, management laughed and “couldn’t say”. Another coworker was approached by a supervisor afterwards who condescendingly stated that “this company isn’t for everyone”, and that this should be an informal wake up call. TLDR; Save yourself the embarrassment of doing your best for a company that would rather replace and retrain sales coordinators as they burn out or fall short, than support a sustainable, diverse, inclusive and enjoyable working environment that benefits EVERYONE.