Kevin Meacham's inability to lead Norm Reeves Honda Irvine as a manager has driven many employees to either quit or complain. Kevin's responsibilities are unfulfilled in his position as he has issues with attending work; with many employees, veterans and new-hires who constantly have unresolved questions and issues cannot be answered due to his lack of attendance. For new-hires, especially advisors, Kevin expects other advisors or even Sean Davenport, to train the new-hire as if they already have a lot on their plate as well as Kevin already expecting them to fully know the position. When asking Kevin questions in service, he tends to make everyone feel demeaned and puts them down which makes his employees feel discouraged for asking any questions. Kevin's work attitude tends to interfere with his “outside of work” attitude which makes a really toxic work environment for him and his employees. Even when Kevin is at the dealership, he is nowhere to be found and disappears throughout the day making him not very proactive on his duties as a service manager. Kevin's management skills are inadequate as he fails his duties as a manager to provide nothing but the best service to all his customers, but instead doesn't bother reaching out to them or helping them out until the situation is critical, which still leads to negative customer service reviews that the company cannot keep receiving. Kevin is very micro-managing towards his employees but when it comes to his team relying on him, he brushes it off as well as being verbally abusive, which has caused a few employees to leave the company. He has no emotions towards his employees nor is he empathetic when they have problems from their personal lives that they need to take care of, he still inappropriately demands them to show up to work disregarding their situation. He will message his employees for early morning Saturday meetings at 6:30am on many occasions and he would not show up to his own meetings that he specifically tells them to be on time for, ignoring their calls and messages as they try to contact him. Kevin abuses his power as a manager and commits managerial time theft, adjusting employee’s time cards, removing overtime from workers who worked over the hours to fulfill their tasks that are urgent and cannot be delayed until the next day. As this was brought up, he denied that he had anything to do with it or came up with an excuse that it was an accident and pushed the issue aside. Back to him abusing his power, he brings many of his and his vehicles and parks them in the service lot. While every employee is required to have a repair order for their car, Kevin just parks and leaves them in the service lot.  As for hiring new advisors that have lots of questions, Kevin makes them feel unmotivated for asking, bringing down team morale. He states they should already know the answers too, but they need advice from a proper manager to guide them in the successful direction. This is not a “please consider Sean Davenport”, this is a please confide in Sean Davenport as we all do and have been since day one. Management attitude and team morale is huge in this department and when a manager can lead and is more confident through his work, then his employees will follow. Kevin's work attitude is very angry and condescending. Sean started his first week when he got to California and was already starting proper procedures to improve CSE scores. For example: hiring more people to cut Express times in half to grow and accumulate more foot traffic. Kevin likes to put his employees down rather than solving the issue, not improving but rather making matters worse. He explains how Express has failed and provides them little to no knowledge on how they are able to improve while Sean will get in their uniform and work underneath the car with them to help diagnose the issue, guiding them through a successful outcome. Kevin wastes his time giving empty promises with absolutely no productivity while Sean is constructive, rewarding, and makes sure each and every single one of the employees is on the same game plan. Kevin comes in late almost every day and leaves as he pleases. Sean is there early in the morning and stays until everyone is taken care of. This is not to sabotage Kevin. This is simply a petition for him to step down and let Sean do what he came here to do as he is more involved and empathetic with his employees as he has built these relationships in such a short amount of time with his employees who trust in him and confide in his judgment.