CITY HOME reviews

The CEO seemingly has all the great values you would want in an employer. However, he has positioned many of his personal "buddies" in top positions. His immense trust in his buds has resulted in him either being very insulated from what is actually happening, or his values are not what he often claims. If you're an experienced leader, they claim to value outside perspective, but they do not and it's not even debatable. If you bring incredible knowledge and experience, expect to be put into a role and expected only to babysit those responsibilities as is. You can make minor changes as long as it doesn't make leaders have to change what they do. The CEO's lack of routine follow-up and "inspect what you expect" is evident in a trickle down of the same thing from each leader. Don't like someone over your shoulder, sure we all don't. But how about no follow-up ever. Only if something goes majorly wrong AND they have reporting that actually makes them aware of it will there be follow-up. The follow-up will lack actual leadership qualities like coaching, problem solving, etc. Most likely, you'll just be written up and told to not let it happen again. This also leads to a culture of fake and deceptive collectibles or report outs. During my tenure, I witnessed regular instances where leaders reported inaccurate data to make them look good, or avoid a write up. This happens at every level. Many have tried to raise their hand about this. Doing so will get you alienated and eventually fired. The COO sits in a conference room on a stool all day every day and never follows up on anything personally. You can work there for years and not even know who he is. His team below him does the same. It is not uncommon for associates to have 10+ write ups in less than a year. Likely because their name was on a report. Many of these reports have outdated and inaccurate business logic that is easily identified with minimal follow-up. But the writes ups seem to be more agreeable. I brought great leadership experience and qualities and was very eager to add value in any way possible. I was constantly let down, frustrated, and confused as to why they didn't seem to value diversity of thought; let alone ways to make everyone's job consistently better including their own. I was ultimately fired with no write ups. My boss suspended me until further notice. I asked if I had violated any policies and he stated "no" 3 times. I followed up with another one of my bosses and he also confirmed that I did not violate any policies. The next day, they conducted a term call and stated that I violated 2 policies. They just didn't like that I challenged their integrity to seemingly low hanging fruit examples. I was too foolish to believe that someone along the chain of command would care; even enough to just ask questions.

• Corporate dysfunction and nepotism are prevalent, impacting company operations and culture. • Opportunities and advancements are often reserved for those fitting a specific profile or with familial ties. • High performers who challenge the status quo face job insecurity, with many departing voluntarily due to frustration. • Token additions to the leadership team do little to address underlying issues of respect and inclusion. • Promotions from within lack salary increases, leaving employees feeling undervalued. • Hiring practices favor recent graduates with specific degrees, perpetuating a cycle of conformity. • Recent positive reviews may be influenced by leadership, particularly after company events.