The communication from the incompetent ego driven upper management is beyond abysmal. Getting clear instruction is like squeezing blood from a stone. Employees are set up to fail, given little to no direction, and then reprimanded when they lack the ability to read minds. The alternative is somehow worse, as on the rare occasion there is direction it’s poor and lacking which leads to a similar end result. The responsibility for that end result is ofcourse erroneously put on the employee and not on leadership. Management fundamentally has no idea how the production or creative process functions. Because their ignorance and lack of education didn’t prevent them from getting to their current position, they refuse to learn those processes or even consider the knowledge valuable.
Perhaps most strangely, they have a penchant for hiring people with an extensive grasp on the very expertise they lack and then maddeningly disregarding the input of those very same people. Despite having so many talented and highly trained individuals on staff, upper management refuses to trust the people they hired do their jobs, needlessly involving themselves on even the tiniest details. Often, this serves exclusively to get in the way of what could be a perfectly fine outcome. At the best of times this ego-centric refusal to delegate will lead to a delay in production but at worst leads to screaming from the CEO, a product made worse by their meddling, and company wide burn out.
Let’s not leave out the rest of the management team however, who hypocritically condemn the practices of the upper management team behind closed doors, but perpetuate and defend the very same policies when implementing them themselves. Just as insecure as their counterparts, middle management will talk down to you, discredit you, bad mouth you to other employees even to the point of outright lies, the second that you don’t kiss up to them or, god forbid, you show a higher level of competency than they do.
At any other company, you may be tempted to report such things as gossiping or workplace bullying to HR. Unfortunately, the department does not exist to serve the employees but to defend the company. As two-faced as the rest of administration, they will treat new employees extremely well and then turn on them fast enough to make Dr. Jekyll blush should someone from management dislike them for any reason. The fact that there’s been such a PR effort to change the perception of these issues on this website, instead focusing on trying to solve them, speaks to where HR and managements’ priorities lie. The dystopian implementation of an employee point system called Nectar, condescending public announcements/messages, the PR spin, and a pathological need to defend the decisions of this company despite it exhibiting behavior contradictory to every one of the mandatory trainings it’s given employees, likens this department to Orwellian enforcers.
A brood of duplicitous gossiping insecure vipers, the *entire* management team subsists on micromanagement and incompetency. Meaningful change would require several individuals to drastically change as people overnight. Like the management team, the company is a lost cause.
Look for work elsewhere.
As the other glass door reviews have pointed out, with the exception of the 5 star reviews that are obviously from the very people the 1 star reviews are about, management is deeply toxic and can not fathom that they could be in the wrong. They will blame their employees, the company’s growth, or even each other, scouring the ends of the earth looking for anywhere to place blame besides themselves. If only they had that same dedication to self improvement.
