Hard Truths but What You Need To Know - werkgeversreview Anonieme werknemer bij Root Cause

HR & Advancement- There is none, which has made any process for advancement, compensation, and conflict resolution extraordinarily ambiguous, convoluted, and disastrous. The process for advancement has just become some kind of institutionalized with little formalization and follow-through because there is not dedicated HR personnel. It has been an area that has been severely underinvested in and has contributed to high levels of frustration amongst staff, and especially junior staff. Salary- Most starting salaries here are low, especially for those in non-senior management positions. Almost insulting low given not only the level and type of work you are expected to perform, but also given the geographic location in which you are required to live. Most competitor organizations pay at a higher rate than RC does. Additionally, the only real way, you get any type of financial advancement here is by advocating and fighting on your own behalf, and I mean fight. Even if you have been working there in the same position, salary range for years, your work will be acknowledged but your salary will not reflect that acknowledgement unless you relentlessly fight for it and wade through the multitude of inexcusable refusals. This has led to many staff members feeling underpaid and overworked, further leading to resentment against the company for not financially recognizing staff contributions and work quality. Senior Management- The CEO has a bit of a Napoleon complex, where everything and everyone must be loyal to him and trust wholly in him regardless of whether or not he is deserving of that loyalty or praise or if any of his decisions make sense. I think this might be beginning to change as over the years staff members have been relentless at pushing him to change for the better of the organization. But his temper, speaking tone, interaction, and personality can be quite disruptive and stressful for anyone working here. There is also a COO, whose role is massively unclear in the broader decision making process but executes a number of the operational and infrastructure actions on behalf of the CEO. The COO also dually functions as some sort of HR person but does not perform the tasks of that job effectively, at all. How decisions are made remains unclear, as even those in the most senior of positions are not plugged in or are plugged in to late to important decisions. Feedback- The feedback loop and "system" (to the extent there is one) is very vertical and paternalistic, with little opportunity to give real feedback to your supervisors or senior management directly. This creates an environment in which the entire senior level team appears untouchable and unapproachable for change. Some senior staff just do not know how to manage, and because senior management does not either, it feels like there is little interest in improving in this area. Diversity/Inclusion- There really isn't any at the senior leadership level. Junior staff did a significant amount of work to bring these issues to the forefront with significant pushback in the beginning and over time some level of engagement, but it never really got embedded into the culture of the organization despite the "work" that is done. I felt bad for the junior staff that did so much (all of who were of color) to push this forward and wasn't fully invested in to be successful. The Work- It feels like the company goes through an identity crisis every year. The projects taken on often seem sporadic and misaligned with the overly idealistic mission of the organization. There is an aura of having more impact than the company can/or ever will have on anyone. Most attempts to put the company on a more realistic and meaningful path has been undervalued.