DGA Security Systems Reviews

DGA had a solid and successful history in the industry with a reputation for being professional and delivering a high quality service and its President deserves credit for his efforts in building such an enduring entity. But that's pretty much where the kudos stop. As echoed in other reviews, the job descriptions for positions at this company often refer to a "family atmosphere" and "suit and tie culture". Well, this would bear some truth if the family was dysfunctional and you enjoyed being treated like a red-headed stepchild who hates wearing his suit to Sunday school. Maybe for the sycophants in upper management who have only known DGA as their sole career does it feel like family, because it provides them with a lucrative wage. Well played. But for the new employee, it is like being a worker in an Orwellian society where you do not consider ever coming in one minute late or leaving one minute early, because they actually watch and record your every move. True. The sales positions they advertise are really not true sales positions. For the first approximate three months of the job you are a telemarketer calling on records from a less than robust CRM system trying to set appointments for more seasoned sales reps, hoping they make a sale so you can get some crumbs. There is little, if any, noticeable marketing support. While they boast of a training program, it is sub par and any person who has gone through real training programs will attest to this, which contributes to the high turnover rate for new hires. There is no accountability. Their CRM system is littered with the faces of former sales consultants. New hires face an uphill battle almost immediately. There appears to be no real strategy for them other than the common industry practice of walking the streets and placing "stickers" on vacant storefronts with the hope that the new tenant will call, which rarely happens. And if there is a strategy, it is not clearly communicated. It is no secret that success in this industry relies on developing partnerships with architects, building supers, real estate managers,etc. the majority of which are already partners with reps in the company. New reps get no leads either, this is made perfectly clear. It is true that sales reps who have been around for a while have made good livings, basically living off the existing accounts they mostly inherited. They do have some really good people on the sales team. But the exodus of employees that plagued the new hires is starting to permeate their ranks as well. Retail brick and mortar is in a state of decline, and while DGA continues to have success with their high end customers who can afford their high prices and annual increases, for the small customer, security services have become a commodity due to technology and an abundance of low cost options. As long as management continues to placate the President and not tell him what he needs to hear, nothing will change. Last year at the Holiday Party employees were generously given excellent JBL wireless speakers. This year they were given water bottles with the DGA logo. I think that is a good indicator of the direction this company is headed.

Upper management is ineffective. They have no idea what they're doing and make life miserable because they want to look important. Rigid work hours. Everyone shouldn't have to be in the office by 8:30. Working hours should be flexible and be based on your role.