Comment – October 7, 2016
First off, thanks so much for your feedback on our hiring and orientation process. This is a critical area for us and we are making major additional investments in it right now such as, offering centralized training and orientation program in Toronto and enhanced training on the job. You rightly note that we do ask our District Mangers to use a script in their meetings with business owners. It is an important part of our process and we’re certainly not unique in having one. The reason this is important is that we have nearly 200 District Managers serving 109,000 members and even more prospective members across the country and we believe it is critical to ensure they are given the same understanding of what CFIB does and does not do. With a decentralized team of District Managers working with a high degree of autonomy, it is important that we have a common approach used in presenting what we do. I do recognize that, for some, learning a script is a challenge and that is why we give ample paid time to allow for that to happen. You are certainly not alone in struggling with it, but we’ve proven its effectiveness when used (and witnessed challenges when it is not).
I’m really pleased that you identify with the mission of CFIB. I have to admit, with all the challenges governments put in the way of entrepreneurs, it is very important that an organization to defend the interests of our members exists. Those who are motivated by the cause generally do well at the Federation and are why we’ve been so successful over our 45 year history.
I do want to assure you that I take seriously all of the concerns of our colleagues. With 400 colleagues across Canada, I am proud to say I meet every single one on our team personally over the course of a year, as does almost all of our senior management team. I do apologize if your short tenure didn’t allow for that to happen.
Again, thanks for writing. I am always available to all our colleagues and, even though you are no longer on the team, would be pleased to hear from you directly.
President and CEO less
Comment – March 14, 2016
Thank you for posting your experience at CFIB. I’m happy you’ve noted your support of the basic mission of CFIB in serving independent business owners. I agree completely.
I take all feedback on jobs at CFIB very seriously. As you know, the minimum pay structure is just that – a minimum that is there to support District Managers until they get into the groove of the job. Very few of our colleagues earn that minimum beyond the first few weeks. In fact, our turnover rates were down nearly 30% in 2015 following a focus on recruitment and recent changes to the compensation system. However, it isn’t a job for everyone. Those that like independence, defending a group of entrepreneurs who have few others in their corner and no upward cap on their earning potential do very well. Our employee survey had an over 80% completion rate and we had strong results in most areas of sales compensation (and we are looking carefully at some areas where we need to do more).
I’m sorry that the role didn’t meet your expectations and am happy to have you contact me directly if there is any specific feedback you’d like to share. With 109,000 members across Canada and nearly 400 employees, I like to hold myself accountable to our members and colleagues and would be pleased to follow-up directly. Also, I wish you the absolute best on your future career efforts.
Dan Kelly, President and CEO.
Comment – June 1, 2016
We take feedback from our current and former employees very seriously. We also know that the District Manager role is challenging and is not the right fit for everyone. We admire the work our 200+ District Managers around the country do for CFIB every day, their belief in our mission to support independent business in Canada and commitment to success. We thank you for your contribution while you worked for us and wish you all the best of success with your future career choices.