WeightNot Reviews

It is definitely the case that when someone is unsuccessful in a role (whether at WeightNot or elsewhere), they will need to work harder than others in the same position to achieve their goals, at least for some period of time (this is why goals for WeightNot staff start quite low and increase to more standard levels over roughly 4.5 months) . In cases of ongoing or consistent underperformance, it is also typical for someone to be managed more closely than others as a means of understanding the skill or work habit issues/gaps that may be underlying their failure to meet goals. While this process of performance management can be resisted or resented and perceived as micromanagement, the idea is obviously to help the employee to develop, succeed and ultimately work more independently. In the event that someone cannot succeed in their position even with their own extra effort and additional supervision and coaching over an extended period, and is unable or unwilling to achieve even process related goals (in sales, this might be volume of calling or consultation requirements), then it is indeed a poor fit, and a decision to leave the company is likely most appropriate, as it seems that it was for you. We try hard to communicate clearly to anyone interested in positions with WeightNot that working from home does not mean "work when you want" and that the requirements for our positions are full time -- similar to a job that may involve working in an office setting. Working from home of course eliminates the need for a commute, which for many can be a huge benefit and afford great flexibility, but it does not eliminate the need to work hard. That said, consistently spending substantially more than 45 hours (9 hour shifts with an hour lunch break) to achieve basic goals for a position and not achieving any learning or skill improvement that allows for more efficiency over time can of course lead to burnout and discouragement. So, we agree that someone who cannot develop their skills and proficiency such that they meet basic performance standards in normal work week may be a bad match for their position. We know that it is disappointing when someone finds that they are not well suited to a position and have consistently failed to meet performance expectations, and we certainly understand that it can be tempting for that person to broadly depict an employment experience negatively in such a circumstance. Nonetheless, we do appreciate your feedback and the time you took to express your views. In general, we do not agree with you that responding to employee feedback on GlassDoor and encouraging staff to anonymously post their reviews is somehow "unethical" or a bad sign -- instead, we continue to believe that responding to feedback (as we do with our members) is a sound practice that reflects our commitment to continuously improve our workplace.