Oh... Where to begin:
- NO official review process; "Employee Success" tells us that EVERY interaction with your Manager should accomplish what a yearly or quarterly review should. What a COP OUT! This company has almost 800 employees and no official merit/annual review process. That's insane! How are you going to determine who is doing well and meeting goals and how is that going to be captured for top line managers and new team managers get an understanding of past performance? Completely amateur and deflective responses.
- NO annual merit/cost of living increases; they use all their money hiring more top level executives to "fix" things and ignore the people on the ground actually doing the work. We hear we are going to get them at the end of Q1 and then Employee Success states they are continuously being reviewed. Again, this goes to show that this company could care less about the well being of its employees. Not sure HOW they receive Best Place to Work awards. Providing a Mac does not equal a great place to work. Employee Success and Management keep skirting around the topic because our sales are so poor, they don't want to promise additional money.
- Extremely POOR Executive management; from the top down, the message is clear - we do not care about you, we only care about how we look to the board in the hopes of being bought by another company so that all of our hoarded "stock options" provide us the the ability to make a lot of money. There is NO communication on strategy. There is NO communication on direction. Changes are made, HUGE changes, and no one communicates from the top down. Head of product continues to miss feedback and direction for what to do to make the product actually work. Our Sales "leadership" continues to sell to large enterprise clients and our product can't support their needs. The sales people sell and then move on and leave it to post sales employees to try to force a square peg in a round hole and then post sales is help responsible for any attrition. Sales people are NOT held responsible with charge backs for inadequate or over promises that later lead to attrition.
- FFDC is the best example of a "yes man" culture. If you say yes and nod your head and agree, you'll get promoted, even if you are completely undeserving. If you try to ask questions about processes and discuss how to make things more customer centric, that may go against the status quo and "we've always done it this way mentality", then you are labeled a trouble maker. Came to FFDC because I was sold the ability to help make a difference and build something better. That was a complete lie and "leadership" could really care less, unless of course it could impact their bonuses, which I'm sure, along with yearly raises, are provided with no second questions or delays.
- Terrible work life balance and support for people who work remotely. Because corporate is on the West Coast, they expect you to have conversations late into the night, even if you are in another time zone, and could care less to check schedules or availability without first scheduling meetings. They do not provide us phones to use and then only reimburse a slight portion of our cell phone service on a monthly basis.
