Toxic Culture and Poor Management - Engineer Dennis Group Employee Review

I had a very disappointing experience working at Dennis Group. The company suffers from poor people management and ineffective leadership. Teamwork is virtually non-existent, with each employee primarily looking out for their own interests. If you're not related to or friends with the higher-ups, don't expect to get promoted, regardless of your performance or dedication. The office culture is toxic, with favoritism and nepotism running rampant. Constructive feedback is rarely given, and when it is, it often feels more like criticism than guidance. The management is more focused on maintaining their inner circle than fostering a supportive and collaborative work environment. Young engineers are particularly demotivated by this culture. The lack of support and recognition discourages them from working harder or better. Instead of cultivating talent, the company’s environment stifles growth and ambition. Many talented employees have left because of these issues, yet Dennis Group continues to ignore these critical areas for improvement. The lack of acknowledgment and action from the management makes it a dead horse that won't last long. It’s incredibly demotivating to see no effort being made to address the high turnover rate or the widespread dissatisfaction among employees. Moreover, the expectation to work more than 50 hours a week every week with no additional compensation is unreasonable and exploitative. This excessive workload further contributes to burnout and low morale among staff. The company's unwillingness to adapt or evolve with the times means it is falling behind its competitors. The rigid hierarchy stifles innovation and discourages open communication. I would not recommend anyone to get a job here unless significant changes are made to the management and organizational culture. The ATL office is managed by a group of individuals who previously left another design-build firm. This leadership team has not demonstrated the commitment and stability needed to foster a thriving work environment. Their approach has contributed to a culture of quitting rather than perseverance, which negatively impacts the overall morale and productivity of the office.