Pros
Softchoice has a thriving corporate culture founded on the ideal of collaboration and fostering synergy by working together. It's a great environment for individuals to challenge their workflow and try to re-invent current process(s) to increase productivity!
Cons
Softchoice is fundamentally failing on the execution of three critical successes actors that have become very apparent in the companies journey to establish itself as a comprehensive services player in: cloud, hybrid and virtual technologies. 1) Value of Human Capital There is unfortunately a sense that anyone is 'replaceable' in the organizations current journey, even very intelligent / tenured individuals that have helped develop bedrock workflows and systems that many departments leverage daily. This type of environment is a delimiter to employees past the 2+ year mark which would validate that attrition within the organization is occurring, in great volume, in both corporate and support departments - not only sales. 2) Cascading one strategy across all departments and aligning every day execution to accomplish ST/ LT goals. It seems like the strategy of the company changes from quarter to quarter based on an idea or failed idea from the previous quarter. Guru Gateway is a great example as is Vartopia. Failed systems and workflows are brushed under the rug and the next costly infrastructure / system / training investment is made in hopes that employees do not ask questions as to the root causes for why previous investments have failed. More importantly, how the company recovered the cost associated with these operating expenses is not explained which may correlate to the below average industry compensation offered at Softchoice for a variety of comparable industry roles across many departments. 3) Diminishing credibility of Senior Management and Executive Leadership Many reputable individuals in upper management and executive leadership have departed the organization in the past 3 - 5 years. Even the Change Keader for the company’s aggressive strategy to grow its market share and customer base has also departed in the past few months. Many new individuals have entered the organization for short periods of time, and then will leave very quickly. This type of revolving door at an executive level creates a great deal of uncertainty. Sr Manger, Director, Sr. Director and Executive roles are filled by individuals without the full capability to lead the organization forward. Promotions for upper management and executives also seem to be a requirement for optics/ 'inner circle clique' more than a requirement to lead the business forward.
