Now Hiring...Automatons Who Can Memorize 8 pages of text, and spin dishes on a stick while cold-calling!!!
Territory Manager (Former Employee) – South Ottawa – 14 September 2016
I went through the recruitment process twice. The first time, I had to back out due to family illness issues. The second time, I knew the drill.
However, my worst fears were confirmed. There was absolutely no support while learning the "script". Now, let's be honest...after speaking to several Territory Managers (something management does not want anyone to do), it was clear that NO ONE used the script in the field, outside of maybe the first month or two.
So why a script 8 pages long? Beats me, but no one at the top has figured out that it's information overkill! And the script obviously was written by a technical/engineer-type mind.
So after transferring pages of text to cue cards...after paying an acting coach to help me learn lines...after getting my car updated so I was ready to drive multiple km's...and after getting zero support, I was told I was not remembering the script quickly enough.
I was mortified...especially since I believe in the CFIB mantra, and seeing that I had run my own business for over 20 years. In fact, I had won a Business of the Year Award! So I knew how to talk to, and fight for Business Owners!
My boss is apparently a very active person in his community. How- ever, he wasn't very active in connecting with/helping his trainees. He proved to be a useless, game-playing individual. And after speaking to his bosses, I realized it's nothing but an ivory tower of yes-men, a country club for the upper tier...and the grunts on the ground were nothing but non-respected worker bees!
I would work at CFIB in a heartbeat if they changed theirmore... recruitment practices, and their culture. But we all know that will only take place when the top level is ready to lower their guard, and egos!less
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 takemore... 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.
District Manager (Former Employee) – Toronto, ON – 23 May 2016
Job entails signing new members to the small business advocacy group. So there is a lot of cold calling and the inevitable rejection along with it. The problem is that businesses receive the benefit of membership regardless if they join or not. If you do take over a territory expect either to be asked 'so your the new person and how long are you going to last?' or 'as I said to the last person I'm not interested in joining or rejoining'. So hopefully you will go into a territory will some low hanging fruit, if not, its a real grind.
That being said, it is a very good sales learning ground for newer motivated sales people that can build character and skill. You receive constant encouragement and training to help you succeed. So the people you work with are excellent and really supportive.
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.
Job Work/Life Balance
Great company, but working for Peanuts
Independent Consultant (Former Employee) – Vancouver, BC – 3 March 2016
Great innovation concept, to educate businesses. But will not compensate the outside Reps. Minium pay structure of $800 a month and hasn't changed since 2009. Commissions based on getting businesses in Great Vancouver Area to sign up as members. 2009 membership fee per year was $350.00, no doubt fee membership has risen since 2009.
The problem is most businesses while they see the benefit of being part of CFIB they won't sign up. Be it the economic uncertainty in the business market are just not willing to sign up.
From what I know and seen there is a high turn-over of independent reps in BC. Every so often one can see new job posting to fill the position.
No salary, no vehicle expenses, no cell phone expenses etc.
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.
Job Work/Life Balance
Work is very Independent.
District Manager (Current Employee) – Prince Albert, SK – 25 February 2016
CFIB is a great career opportunity for people who like to work very independently and work on 100% commission. If you work hard you can make a great salary.
District Manager (Former Employee) – West, ON – 2 February 2016
Team is dedicated to the mission of the organization. Very challenging goals, but they are not impossible.Like any sales position, the key to success is activity. Amazing to meet so many business owners, farmers etc. you get a great insight into their realities. Direct manager can be hit or miss, but they improved a lot while I was there.
District Manager (Current Employee) – Ontario – 23 March 2015
Being a district manager at CFIB has changed my life, and the life of many of my colleagues here at the federation. For the right candidate, there is no better job or organization to work for. There is a members first culture here at CFIB and it is more like joining a family run business. 60% of the job is meeting with existing members and 40% is adding new small business owners to CFIB. This can be done in a variety of way including cold calling, referrals from members, and referrals from CFIB partners. If you embrace the referral part of the job, the cold calling aspect of the job can be reduced to very little. There is a very good team atmosphere and our members are extremely supportive of the federation. New member generation is a necessary part of the job, but if you are able to work smart it really is not that difficult.
I was told I should expect 55-60K in my first year with the potential to earn more. In a very small rural territory, I have never earned less than $85,000 per year, not including the RRSP matching program and all the other incentives.
This job is not for everyone. There is very little administration and office work involved. If you are not a self-starter, self-motivated, or have a hard time experiencing and dealing with the rejection that comes with selling to business owners, this might not be the job for you. I am sure the hiring manager would be more than happy to discuss all of this with you should you interview for the District Manager position.
All I can say is that coming to work for CFIB was, by far and away, the best career decision.more... For the right person, this is a dream job with an organization that does so much for the independent business community and the Canadian economy.less
Mission of CFIB, Professionalism, generous compensation based on performance, culture
some cold calling necessary and rejection. If you can handle both of those, sky is the limit
District Manager (Current Employee) – Ontario – 28 November 2014
but they are becoming a meatgrinder. All the veterans are leaving or have left. There is no incentive to service members of develop leads for other territories. Literally all they care about is how many new memberships you sell. You can be exceptional in all other areas (say, retention) but they do not care at all.
They tell you in the interview that you have long-term disability but you don't have it unless you pay for it yourself. They regularly make errors on pay, so you have to watch it like a hawk, and when you catch them they shrug it off. You do not get paid sick days, so when I rushed back to work early after an illness, I OWED THEM MONEY.
With insurance and vehicle costs, it costs me $600 a month to do the job, none of which is compensated. That is half my draw, so if I have a bad month I make $600. The draw is recoverable, meaning that if I have a bad month, I owe them $1200.
They told me I would make over $50K in my first year; made $31K with bonuses, despite winning awards and being at second tier bonus. My pay has gone down since then. I am actively seeking employment elsewhere.
This is standard for anyone working in the District Manager position. The first thing I heard from members when I started was "who, they can't keep you guys very long can they?" from like 40% of members.
Also, they expect you to travel to meetings quarterly, and pay your lodging and mileage, but not time, and they are really cheap with accommodations and food. Despite you giving up your weekend, you get no free time or activities.
You manage your own time.
Low pay, poor benefits, no incentive to service members
Very good position for a person who has a strickly sales mentality.
DISTRICT MANAGER (Current Employee) – Toronto – 4 September 2012
The values and cause of the company is great however the old school approach of door knocking to get business is a tough one to do day in and out. Typical day is parking your vehicle in your designated territory and pounding the pavement knocking on independant business owner's doors in hope of getting a moment of their time to do your presentation. This is the hardest and most frustrating part of the position. The interaction with people, the discussions, educating and helping was the highlight.
District Manager (Current Employee) – NL – 28 August 2012
meet with cfib members and add new members, lobby goverment to protect the investments of businesses owners and prevent rules and regulation or eliminate rules and regulation that would affect businesses