Accelion Reviews

Thank you for your review. I'm sorry the territory you were hired for didn't meet your expectations. We assume all our Territory Managers strive for the highest compensation level they can achieve, and we provide ongoing coaching to assure the best possible outcomes. Part of that coaching is reporting the actions our folks take in their assigned territory, and our recommendations on how they can build on their successes so that results improve and become more predictable. Since you create your own schedule, besides the 1-hour Monday morning meeting, you decide (along with your manager) when that coaching occurs. We regret you found this to be an imposition on your time. As a sales organization that believes in transparency and professional growth, we provide a progressive commission structure that rewards top performers. Part of that transparency is sharing our individual weekly results so that we can learn together as a team what was successful and what wasn’t. We feel it's important to offer this level of transparency so that when we do promote individuals, it is clearly due to historical results and competency rather than favoritism or other subjective variables. I'm sorry you feel like your manager wasn't respecting your time and that their coaching wasn't beneficial. We instruct our managers to be educators and coaches with a heart of grace to their direct reports who demonstrate a strong will to succeed. Our managers should only be disciplinarians to individuals that have the skills to succeed but continuously show a lack of ambition or willingness to try. As for advancement opportunities, that's one topic I will have to disagree with you on. As an organization that grew headcount by 64% in 2022; and, on the day you wrote this review, we posted an internal DSM position in Virginia. That DSM position is the fifth new second level management position we have created in 2022. We take extensive steps to publicize our management job openings to all employees and welcome everyone to apply. As a company that exclusively promotes from within, we look for internal-only candidates who exhibit a track record of excellent results, accountability, and a growth mindset. That said, Accelion only has three levels of management (I am the President and along with the Vice President represent the third/top level); therefore, I can understand if someone from a larger corporate background might expect more opportunities for advancement. Thank you again for your review. I do appreciate the constructiveness of your feedback!

Thank you for your review. Hearing your first hand account of the positive impact many of the changes we've made over the years is very encouraging! Today's dynamic economy requires that businesses be flexible and ever-changing to adapt to the current business climate. People generally don't like change (including and especially me haha), but it's great to hear that some of the changes we made are felt very positively for our employees. Obviously, everybody loves more pay, PTO, Sick/Safe Time, VTO, benefit options, ect; however, your review outlines some of the operational changes which are trickier decisions for us to make as we are often trying to maximize employee satisfaction while still satisfying our business objectives. Thank you again for your review!

Thank you for your review. The Territory Manager position is one that has a high percentage of "as risk" compensation which means the base is low relative to the average earnings. Coincidentally, the Area Managers who directly manage the Territory Managers have the same structure. No other positions in Accelion have this type of structure and we have trialed several compensation structures over the years and found the current structure to be optimal. Our rational is that the the Territory Manager position has an extremely high degree of autonomy. Territory Managers make their own schedule and we find that productivity varies greatly. This ties in with your opinion that the Territory Manager job requires one to have no life or no work-life balance; that is certainly not a consensus opinion. Of the numerous feedback and engagement surveys we have performed on our Territory Managers over the years, excessive work load is never a commonly addressed issue. Folks do ask for more pay in those surveys however you will find that virtually every employee survey in every company for every position generally indicates that employees always want more pay. Leaders of companies know this and understand that there has to be balance between employee compensation and benefits with the position's responsibilities otherwise the company will have excessive turnover. As far as being poorly managed, I would say that people have different expectations of how they should or want to be managed. Again, the Territory Manage position is a highly autonomous position so you are not going to be directly supervised every day. That said, our systems and structure have allowed us to grow significantly and our managers always get high marks for being available and helpful. As of today in December of 2022, every Area Manager in Accelion has performed the role of a Territory Manager for at least 4 years and the average tenure of all the Area Managers is 9 years so they are very experienced in the position.

Thank you for your review. We agree that the Territory Manager is a great fit for those starting their career. However, we also seek out candidates with a wide array of complementary experiences, as we've historically seen great success with more experienced candidates. While Territory Managers are given great flexibility to create their own schedules, working overtime is not an expectation. These expectations, including expected hours and performance objectives, are outlined in the Requirements Document for the Territory Manager position. Every position in Accelion has a corresponding Requirements Document which is disclosed to and signed by the employee upon hire. The ever-changing landscape of the COVID-19 pandemic did sometimes necessitate company-wide changes to our expectations and policies to keep our team healthy and safe. This was an understandably frustrating time globally, but those changes were communicated in writing to the entire Accelion team. We understand that many people deal with obstacles outside of the workplace. While it is impossible for us to solve all these problems, we provide great benefits and assistance when needed - including 30 paid days off per year and wage advancements to employees suffering financial hardships. Lastly, our track record and policies regarding terminations is clear: in almost every case, terminations occur due to integrity issues with the employee. We take integrity very seriously and hold everyone accountable for their actions. Thank you again for sharing your thoughts.

Thanks for your review! The first two sentences of your pros are the best compliment we could ever receive. We really appreciate you expressing this sentiment, it means a great deal to us! I do wish we could provide company vehicles to Territory Managers in certain territories that require more travel (larger geography) however we have to balance the cost of company vehicles (which are quite expensive to insure) with the overall business needs being that most territories are small (don't require significant driving) or don't require a car at all (public transit is more viable). I do appreciate your feedback on this issue either way as we know that vehicle and fuel costs have been rising quite precipitously since the beginning of the pandemic.

Thank you for your review. Accelion really takes pride in creating an environment where our team members are supported and can flourish, and we’re delighted that this has been your experience with us. For that reason, we carefully curate our client base and only work with top brands in their respective industries that align with our values. Gender-based pay differentials are never tolerated at Accelion, and we have a long and proud history of pay equality and career progression for our female team members. We are fully committed to the letter and the spirit of Title VII of the Civil Rights Act of 1964 and The Equal Pay Act of 1963. Our compensation committee, which includes senior-level female members with an average company tenure of 8+ years, takes extra steps to make sure that all employees are paid equitably for the knowledge, skills, and experience they bring to Accelion regardless of gender. Please reach back out to us at hr@accelion.com if this has not been your experience.

Thank you for your review. You are correct that the majority of the roles in our company (and all those that are client facing) do require an outgoing and personable individual to excel. That said, we have helped many self described "introverts" break out of their shell and perform amazingly well (we have numerous examples currently in the company and several in senior leadership). We attribute this success to these individuals willingness to grow and step outside of their comfort zone. We believe in the adage that you can teach the skill but not the will; and these employees had the will to succeed.

Thank you for your review. Planning for the future is quite hard particularly in an continually changing business climate that is being transformed through technology and innovation. We focus harder on peerless daily execution and constant adaptation and integration of technology to improve our productivity and results. We ask our employees to reflect back on our history and the progress we've made as an organization which you have clearly noted. We also maintain a strong financial base and continue to expand our business units and diversify our industry verticals thereby securing our future.

Thank you for your review. We try our best to be as open and honest as possible with our folks throughout all levels of the organization. Transparency has become a somewhat overused term in many institutions but we truly strive towards this goal. Integrating performance and expectation conversations in to our day-to-day operations is part of our structure and it's important that these conversations are 2-way. I'm glad to hear that your Manager is putting these values in action.

Thank you for your review. We try our best to be as supportive to our employees as possible and to make the environment fun, open, and inclusive. The Territory Manager position has a large portion of the compensation weighted towards commission/bonuses so you are spot on in saying that the pay is great for those who put in the time and effort. Contacting referrals via the phone/text/email is a core function of the Territory Manager role and we try to hire folks for this position who are sociable and higher in extroversion. We appreciate your concise feedback and hope you are doing well!