Pros
Amazing culture, structure, & camaraderie. Exceptional layout of interdepartmental checks & balances ensuring accountability and understanding of related business functions. Training for a remodeling consultant is second to none in the industry, but over time, the squeaky wheel gets the oil, so ask for help, shadows, and attend additional trainings. Power has always done its best to be transparent with information and reasons for changes in policies that affect employees. The pay structure is fair for remodeling consultants and rewards those who work hard and smart consistently.
Cons
The quality of leadership, leadership development, and ongoing training can vary significantly from territory to territory. When the aforementioned is unsatisfactory or poor, it can take senior level management a long time to recognize, intervene, & correct. I have witnessed this be detrimental to many remodeling consultants, sales mentors, and quality assurance managers careers. Income levels for Sales Mentors can vary greatly depending on many different factors, due to being strictly bonus based, aside from a very small monthly stipend. Example 1: If your team gets stacked with consistent high performers and only 1 or 0 poor performers, your office has a plethora of high $ products and great higher level leadership, you have a veteran team leader (assistant mentor) helping to shadow/train/manage, and you are exceptional in your job duties, you have a high likelihood of earning $3500-$10000 at the end of each quarter, with a possibility of $15k-20k for best in company. Example 2: If your team has 1 consistent above average performer besides yourself, a first time team leader learning how to manage their own performance/helping team members/attending addtl meetings, 2 new reps just out of training, and 2 veteran below average reps w a negative mindset. You’re also running the ongoing training program twice a week in addition to helping your VP put together the weekly sales meeting and running your weekly mentor meeting. As soon as ongoing training is over half way through the quarter, you are training 5 reps on Siding for 2 weeks every day in the office and running appts at night after. End of quarter results, 1 of your brand new reps does great, but they had no prior #’s so you don’t bonus off their increase. The other new rep gets a lot better and stays w the company, is happy, you did amazing mentoring and put a lot of time in, changed the trajectory of their life. Your TL dropped in sales production, but learned a ton and will grow into a mentor within the year. 2 negative reps both changed their attitude, love you, and increased their sales production significantly, 1 of which you earned $500 bonus for. Above avg rep loved your management style and dominated, you made another $1000 from mentoring him. Team went from what would have been 78/90 last qtr to 48/90 in the company this qtr, but just under minimum team # to bonus. Total bonus = $1500. Split any bonuses 80/20 with your TL, (75/25 normally, but new TL didn’t hit personal goal to get 75/25) so $1200/$300. Mentor gets $250/mo stipend as base pay. All in all, made $1950 total in addtl. compensation on top of my own Remodeling Consultant Sales Commissions. This exact example has an estimated 250hrs of time spent and work performed on meeting prep, trainings, camps, shadows, and 1-on-1 conversations/feedback with net earnings of $1950 over 3 months. That amounts to under $8/hr and over 5 weeks spent not earning your own commissions during a 13 week quarter. 1.25 weeks less time to earn the available monthly bonuses, 5 weeks less to earn lucrative quarterly bonuses, and 5 months less time to earn amazing year end bonuses, annual awards, and company recognition that could eventually result in career advancement opportunities. (Exact #’s and bonus structures may have been adjusted since my tenure)