Columbia Grain reviews

The environment at CGI is more often shaped by dysfunction instead of direction. Toxic Leadership: Leadership issues are systemic, but one figure stood out during my time there: a senior HR leader who's management style is widely viewed as reactive, hostile, and intimidating. Across various departments, employees have experienced or witnessed aggressive interactions and a general atmosphere of fear and intimidation when engaging with certain people within HR. It's telling when the HR department becomes a source of anxiety instead of support. Concerns have also circulated around how certain groups have been treated, which raises questions about oversight and accountability. The Boys Club: This isn't happening in a vacuum. Individuals like the previously mentioned HR leader are insulated by a circle of officers that prioritize loyalty over professional standards and leadership changes often feel like power plays rather than solutions, and the result is confusion, burnout, and mistrust across departments. Favoritism Over Functionality: If you're not a merchant or part of the executive orbit, your contributions are often undervalued. Advancement is less about skill or impact and more about maintaining the right relationships. IT Dysfunction: Even basic technical issues required multiple follow-ups and unnecessary workarounds, the department lacks strong leadership as well as urgency and structure, and it made routine tasks harder than they needed to be at times. Turnover and Morale: Turnover is through the roof and morale is visibly low throughout the organization. Some new hires have left within weeks of starting. Longtime employees, especially those in the country are disengaged. This hasn't been an isolated issue, it's a constant pattern that leadership continues to ignore. Bottom Line: Don't be surprised if more reviews like this one start showing up more frequently. From the looks of it, people are getting fed up and done staying quiet.

This company is a case study in how poor leadership and outdated systems can cripple an organization from within. The internal culture is toxic, disorganized, and demoralizing—driven largely by a dysfunctional HR department and a woefully inadequate IT infrastructure. HR: A Department in Name Only HR leadership is non-existent. Instead of acting as a strategic partner or employee advocate, HR operates as an extension of upper management’s worst instincts—enforcing control, avoiding accountability, and sweeping employee concerns under the rug. There is no meaningful conflict resolution, no consistent enforcement of policy, and absolutely no initiative to build a positive, inclusive workplace. Worse yet, HR lacks credibility across the organization. Employees view the department as ineffective and out of touch—rightfully so. Basic functions like onboarding, performance reviews, and policy communication are handled with incompetence or not handled at all. Complaints are routinely ignored or mishandled, especially when they involve favoritism, harassment, or unethical behavior by management. IT: A Bottleneck Instead of a Backbone The IT department is equally problematic. Antiquated systems, unreliable tools, and a complete lack of proactive support make even basic tasks a daily struggle. Security protocols are outdated or poorly enforced, leading to frequent outages, data mishandling, and compliance risks. Requests for help are met with indifference or hostility, and turnaround times are abysmal—assuming you get a response at all. Critical business functions are regularly delayed or compromised because the technology simply doesn’t work and IT leadership refuses to invest in necessary improvements. Culture of Complacency and Chaos There is no coherent organizational culture to speak of—just chaos poorly masked as flexibility. Leadership lacks vision, direction, and accountability. Decision-making is reactive and political, not strategic. High performers burn out or leave, while mediocrity and cronyism are rewarded. The result? A company where morale is in free fall, departments are siloed and disjointed, and employees spend more time managing dysfunction than doing meaningful work. Final Thoughts If you are looking for an employer that invests in its people, empowers its teams, or values integrity and competence, this is not that company. Until a complete overhaul of HR leadership, IT operations, and executive accountability takes place, I would caution anyone considering employment here to think twice.