Yes! Communities Reviews

For years our Attitude was the driving force of the YES! Culture. It was so ingrained in me that it took me 3 years to make the decision to move on from YES!...3 years to make the decision, and 6 to 9 months to implement my departure. The mantra, YES! I can Help and YES! We are Team both inspired and drove many of us to work longer hours than we should have - especially considering that a) raises on average were non-existent for the home office team, instead we had opportunities to earn subjective bonuses. And by subjective, that is exactly what I mean - many of us never know what the basis for our bonuses were, how our rates were decided, and how we could achieve higher bonuses when given lower ones (I blame managers for this, for not being transparent with their staffs.) By the end of my tenure gone was the attitude and in its place was "you take care of yes and yes will take of you" and "if you aren't happy here, maybe you aren't a good fit" - well, the day I first heard the second statement was the day I realized YES! had grown a too big too fast for its own good. Long gone were the days of 'all hands on deck' and in its place was specialization, 'that's not your job' comments, followed by 'that's not my job' comments, to nothing getting done because no one would take ownership, meetings to decide when to have a meeting -- yada yada yada. The killer though was the loss of profit sharing for some folks, which was a nice perk, replaced with annual performance reviews with raises billed as incentive increases. My butt - they were cost of living raises 3% that was it (when you insurance goes up 7% but your raise is only 3% and you've been killing yourself, seriously?) Long hours, loss of flexibility, clock watchers, years of begging for a team only to slowly lose any autonomy, finding about decisions long after they were made only to be the one to clean it all up.

Before I start: The reviews here are not representative of the whole story -- the company specifically asks certain people to provide reviews (I was personally asked to review the company, and waited until I left due to fear of retaliation if I posted an honest post). COVID response: Even when cases were at their highest in Denver, they still required at least 50% of people in the office. Emails were sent out to the Home Office saying that “our numbers” of people in office needed to be higher and that people were expected to come in. If someone in the office tested positive, they would only alert the people who had meetings with that person; the whole office was not notified when someone tested positive in the office. VERY old school: Management pays attention to when you arrive at the office and leave. If you are working from home (which is only permitted because of COVID; they strongly are anti-WFH), they will check your Skype status. It is very micro-managing. Even though they do a great job promoting women, an old boys vibe permeates throughout the company. Many managers (director and above) are ineffective and comments from them can be unprofessionally direct. Management: Management does not provide constructive feedback; multiple times I have seen people thrown under the bus in meetings by their managers. Passive aggressiveness is common. Management makes every bump in the road feel like a crisis. There is high turnover at this company and poor morale. HR mediation is common, yet rarely produces conflict resolution. Benefits are there, but are not great, especially given the competition in the area.