Pros
4 day work week, good health benefits, weekends off
Cons
Opportunity to advance and diversity is spoken of in initial interviews upon hire, but the opposite is true once one gets the job. Not much advancement available for minorities past the SM position. Still operates like a good ole boy company. Low pay and next to impossible numbers to hit in order to get raises. One could work years with no raise and are told, "if you want to make more, then sell more". Location spends very little on rewarding SSR's for hitting goals or SSR of the month. No equal equity for partners in sharing location profits and management is always crying broke. You are encouraged to keep your opinions and thoughts to yourself. If you do say anything, then you're isolated and counseled for having a bad attitude or corrupting others around you. In reality though, most of the other SSR's hold similar thoughts but are either afraid to say something or have been given the same isolation tactic by management, so they just stop voicing their thoughts. Management is reactive verses proactive to customer issues. Product and rental pricing is all over the board for the customer and most times the small customer is hit the hardest with outrageous pricing. The SSR is expected to not only add on products during the contract period, but also resign the customer or it could be held against the SSR in hitting monthly bonus. Much of Cintas's lost business could be resolved by fair pricing and not increasing prices for the customer 2 or more times a year throughout their agreement. Cintas attempts so many gimmicks and programs to entice the partners in ways to increase sales, but the rewards don't justify the extra time and effort needed to make them work. It's called, "kool-aid of the month". HR is totally company biased in it's thinking and quick to note any negative issue in one's file. The company is all numbers based and partners are second, when in fact, it's the partners that make the company survive. Partners are usually steered like cattle in whatever direction Cintas deems is the right path, even if it doesn't work. After awhile, we're steered another way because the previous direction didn't work. (Cintas rarely admits mistakes or program failures) The plant is literally run like a sweat shop. Sick time is available but if you don't use it, you lose it. Why not pay an incentive to partners who don't use all or a portion of their sick time. Maybe they wouldn't try to use it all up during the year. Corporate is out of touch with what goes on the average route and the hard work put in by the SSR to compensate for the inadequate and often incompetent leadership of the local plant.