Rich Holland

Glad to see you are demoting one terrible VP to give your daughter a cushy nepo baby job. Nepotism much. No shame !

You and your leadership team should give yourselves credit—perhaps even celebrate on LinkedIn by proudly declaring yourselves the driving force behind NSD’s downfall. Calling NSD a “Great Place to Work” is arguably your biggest deception yet. Have you not realised that employees felt intimidated into giving positive ratings, while others chose not to participate because they had lost faith in the process? Respect is earned, not demanded through job titles, corporate propaganda, or questionable employee satisfaction scores. You and much of your leadership team have lost the trust and respect of your employees. Stop gaslighting employees with self-congratulatory narratives and pretending your leadership is a success. You have systematically eroded NSD’s culture, morale, trust, and credibility. You haven’t built a great workplace. You’ve destroyed what once made NSD worth working for. That is your true leadership legacy.

This guy runs a company like a cult leader. He surround himself with people who say what he wants to hear. Employees, clients and vendors are all leaving due to the culture he created. I can’t believe the board hasn’t noticed that he is not winning the one.

You’ve done it. You are the worst CEO in the country. You won the one !!

Ridged on work from home enforcement. But all of your special people all get to work away from the office, live in expensive hotels in Boca Raton, rack up hotel points and airline miles. If a local Floridian wants to work from home on a day because of an appointment it’s a big thing. But Holland can work from the Utah office. Such a two faced person, one rule for you the majority of the working people at NSD and another set of rules for Hollands and his highly paid, highly benefitted and highly under performing “elite” team.

Hello, This is the Mail Guy or former Shipping Room coordinator I would like to clear up something from almost a year now. Those who said that Jeff weiner was the cause of my firing is not accurate. I was let go from three people mainly It was a group effort between Rich, Tim and Wanda. All three of them did not like how I was asking questions about our ESOP that Rich and Tim had no involvement in creating, that was created by the company past administration which I and everyone else will be internally Grateful for. At no time did Rich and Tim and other branches of the new administration that runs the company had no part in any of the ESOP and any time you ask a question about it which we have every right to, they will find a way to get rid of you. They may talk about it but they don't want anyone to ask any questions about it, and adding to that they are in clear violation of summitng and issuing the ESOP statements for the fiscal year of 2025, way past the deadline of October 15

This company used to have a real spirt about it, holiday celebrations, sense of changing seasons, always something to look forward to. It’s all been taken away so just keep us working. You took it away

https://nation-safe-drivers.pissedconsumer.com/review.html

Obviously does not care

Same stuff, different day. Here I am on LinkedIn looking for a new job, only to discover NSD has won another “prestigious” award. A little digging reveals the organisation behind it is a PR and marketing company offering what looks suspiciously like a pay-to-play awards scheme, with endless categories seemingly designed to manufacture recognition. And there you have it. NSD’s reputation in the industry is so poor that genuine recognition seems beyond reach. So what’s leadership’s solution? Fix the problems? Rebuild credibility? Earn respect? Of course not. Just pay for a shiny trophy and pretend everything is wonderful. It’s the classic NSD leadership playbook: Don’t solve the problem. Pay someone to make it look like the problem doesn’t exist. Rich Holland, how much lower are you prepared to drag this company? At what point does manufactured recognition become an embarrassment? You can buy awards, but you can’t buy respect, credibility or genuine leadership.

Today, while looking on LinkedIn at other companies and job opportunities, I couldn’t help noticing the difference. Their pages are full of new partnerships, big contract wins, team events and positive news about the future. Hundreds of likes, plenty of reposts and lots of employees getting involved. Then I looked at our page. There’s hardly any engagement, very little enthusiasm and usually the same few people liking the posts. If it weren’t for Lenny and the marketing team giving the posts a thumbs-up, we probably wouldn’t have a single like. It’s a sad sign of how far we’ve fallen. We were once a respected company with a strong reputation. Now, we barely seem relevant. Rich Holland, under your leadership, this company has lost its direction, momentum and the pride people once had in it. It’s disappointing to see what was once a great company reduced to this.

CE Noooo

It’s so bad here that people are just quitting. Look at the disaster you have made of NSD. shame on you

I’ve been with this company for over 20 years, and I never thought I’d be looking for a way out. I stayed because I believed in this company and the people who built it. Since Rich Holland took over, it doesn’t feel like the same place. We hear nonstop about leadership principles, meetings, and big ideas, but what we’ve seen is experienced people leaving, morale dropping, and customers walking away. Speaking up or questioning decisions feels pointless because only the people who agree seem to matter. Instead of focusing on growing the business, leadership seems more concerned with image, branding, and talking about culture than fixing what’s broken. The people who made this company successful are disappearing, and so is everything that made it special. It breaks my heart to watch after giving more than 20 years of my life here. I wanted to retire here. Now I just want to leave.

Rich Holland is the CEO, so he is responsible for the way customers are treated. I called for roadside help at 7:32 p.m. and had to sit in a broken-down car with my two kids for almost four hours. We had no food, no water, and nowhere to use the bathroom. Customer service kept giving me wrong information, did not send anyone out when they said they would, and acted rude and like they did not care. This was a very scary and upsetting situation. The CEO needs to make sure customers get help, honest updates, and better treatment. After what happened, I do not trust this company or its leadership to take care of customers when they need help.

I'm surprised by these comments, especially from anyone who hasn't worked with him directly. He has high standards and speaks with brutally honest , but that level of focus is what gets the job done. It's tough to evaluate someone's management style without having walked in their shoes or managed those same daily tasks.

We are tired of him and his constant megalomania, he needs to go, this is a miserable place to work. If the job market wasn’t so sluggish it would be a mass exodus. I hate it here. Read the writings on the wall !

This company is circling the drain. We’re entering Q4 2026 with virtually nothing to show for the year. Instead of winning real business, we’ve spent the last 12 months scraping for crumbs from companies too cheap to invest in proper RSA solutions for their customers. What happened to NSD? It might as well stand for No Sales Division. F&I isn’t any better—we’ve been reduced to nickel-and-diming a handful of products out of the few dealerships still willing to do business with us. That’s not growth; it’s survival. The blame rests squarely with leadership. They’ve squandered momentum, shrunk opportunities, and driven this company into a ditch. Leadership isn’t steering the ship—they’re rearranging the deck chairs while it sinks. This isn’t a turnaround story; it’s a masterclass in how to run a business into the ground.

Worst leader ever! delivered nothing and destroyed a company. NSD used to be a profitable business, now we are living dwindling paycheck to paycheck. Mike Wienerwasnt the most effective leader but he knew how to keep the business running

Rich Holland and his team destroyed NSD. They came in with a half baked vision to distract the employees from all of the real problems the company was facing. Used a lot of buzz words from leadership principles they picked up at Elmo's world, and talked about things like weaponizing technology they didn't even understand. His team is infamous for giving the employees false encouragement and providing empty promises, while anyday you can be next on his never ending chopping block. Rich and his team saw no value in the employees who showed loyalty to NSD and possessed domain knowledge that was not documented. As a result of Rich eliminating half of the workforce, NSD has a lot of gaps in business processes now due to the lack of current business knowledge. and its no suprise they're continuing to loose clients. I hope they get acquired by someone so that the people who showed loyalty to the company can get some sort of payment from ESOP as penance for dealing with Rich and his team

He needs to go

Look at the rating and comments about this guy, yet he still keeps his job. Shame on the board. This man has single handed destroyed the company and you watch him do it !

Narcissists often put their favorite quotes on walls to display a fake version of themselves and to control how other people see them.Here is why they do it:To look perfect: They use deep or preachy words to hide their flaws and pretend they are wise.To feed their ego: Seeing their own beliefs on display makes them feel special and important.To control the room: The quotes serve as rules or reminders of how they expect others to behave around them.In short, it is a way to turn their walls into a billboard for their own vanity.

Relying on your VP of HR decisions on who should go versus who should stay proves you have poor judgment. In the next 2 to 6 weeks you will be losing people that will be a big loss to the firm. At least 4 names come to mind. Get to know your people. Stop listening to those close to you. Look at your rating. You are on the wrong path. Clean up the CSuite. Get rid of Wanda, Stephanie, Jeff, David B. Give a chance to the rest. You will need to earn the trust you have lost by letting these individuals play the system. Invest in people that are performing and stop playing favorites. You may no longer care as you are wealthy but think about the staff. That is what true leaders do.

This man has destroyed the company

This half baked poor excuse for a sack of fake skin has soooooo many leaders surrounding. Yet he can’t keep the lights on. He has probably 7-10 direct reports and they still fail miserably everyday and blame the staff. What a putz !

He places the wrong people in strategic positions because he likes them, not because they can perform the tasks. Meanwhile, the smart ones or the ones that truly do the job leave. Is something wrong with this picture? Expect an exodus of critical staff in the next month. I am so glad I left and encouraged others to do the same before the company collapses.

Not a leader

When he first join, I had faith that he would make a positive impact. He has created a cult where his principles are repeated by the staff but they don’t really understand what they mean. You must follow the principles, you must use the buzz words, and you must say yes to everything even if you do not agree. If you express disagreement, he will instruct his head of oCEO to take you down. Your days are then numbered. He will talk about his $10,000 pens and how many pens he has, while the workers are underpaid. I planned to retire by counting on my ESOP as I have been with the company for many years; ever since he joined, the ESOP lost value. Many of us can’t afford to retire just on the ESOP.

Since the current C-suite took over management, there has been a troubling decline in client retention, financial performance, and employee retention. Valuable clients have been lost yet the response from leadership does not appear to reflect the seriousness of these issues. Leadership is disconnected from realities of the organization. There is no accountability at their level. Very heavy at the leadership level and not enough workers to process the tasks. This is not sustainable. Rich and his team have to go.

Rich has created an environment where his voice rings the loudest and that’s how he likes it. He refuses to listen to feedback and has these leadership principles that drive his idea of productivity at the expense of the mental health of his employees. He has created an echo chamber of executives who follow him blindly and refuse to question his decisions. Terrible leader and a terrible person.

Rich's leadership is arrogant, resistant to criticism, and excessively focused on his own philosophy and personal brand. His views are treated as the only acceptable approach, creating an environment where disagreement is viewed as disloyalty and employees tell leadership what it wants to hear rather than what it needs to hear. Rich demonstrates poor situational awareness. Displaying pens costing thousands of dollars and encouraging new employees to collect them reflects a disconnect from employees' financial realities and sends a tone-deaf message to the workforce. The executive team is reluctant to challenge Rich, creating a "yes" culture, internal politics, and declining trust. They privately disagree but publicly comply and cannot provide the independent leadership the company needs. This environment damages morale, limits the use of executive talent, and threatens client retention and commercial performance. Evidence proves Rich's strategy is a failure, the company will fail.

Upon first meeting Rich one thinks he is a good leader and that his training will help transform the business but in reality it’s his attempt to brainwash employees. You quickly realize that your own thoughts and opinions are not welcomed by Rich and you will quickly be exited from the business if you question him. Rich’s ego and lack of self awareness doesn’t allow him to see just how many clients hate him and leave NSD because of him. Building new systems, putting new paint on the walls and changing logos can’t help the sinking ship that Rich’s leadership has caused. Makes one wonder just how much money NSD has to lose before the board removes Rich and his leadership team completely.

The reason why NSD failed

Bad leaders often hide in plain sight for the same reason serial killers can: they learn how to look normal. They can be charismatic. Polished. Successful. They know what leadership is supposed to sound like. But watch what happens around them. Good people become quiet. Strong performers leave. Accountability flows downward while credit flows upward. Fear gets mistaken for discipline, loyalty for agreement, and silence for alignment.The warning signs were usually there all along—we just rewarded the disguise. Leadership isn’t defined by how someone behaves when everyone is watching. It’s revealed by what happens to people when no one else is in the room.

Rich Holland’s leadership feels more like personal branding than running a company. Magazine covers are promoted on LinkedIn, his “principles” are treated as unquestionable doctrine, and the culture increasingly feels like “Rich’s way or the highway.” He surrounds himself with people who agree with him, while experienced employees who challenge decisions are ignored or leave. That is not an elite team—it is an echo chamber. There is always time for office aesthetics, executive messaging, and polishing Rich’s public image, even while ordinary employees face cuts and insecurity. Concerns about favoritism only deepen the lack of trust. Rich talks constantly about principles, but principles mean little when they appear to apply only when convenient. His leadership replaces candor with compliance and substance with self-promotion. He is not building an elite culture—he is building an audience around himself while employees and the company pay the price.

They say leadership starts at the top & in this case it’s destroying the company. When you have a CEO who is set in his ways & unwilling to adapt,you have a recipe for disaster.Instead of mooving the company forward,he is being lapped by the competition. Teams don’t use the triangle offense it doesn’t work. His C-Suite is a joke, yet he continues to keep them. They gossip, & make terrible leadership decisions because they are clueless. Just keep changing the way we do things every 1 to 3 months, because that creates continuity & great morale. Where’s the elite team? It’s time for the CEO & his entire C-Suite to be replaced with a team that can restore what used to be a promising company. A team that truly cares about every single member of the organization, not just about how much money they can make for themselves & their friends. No wonder all the good people left;they saw what was coming