Management Nepotism, and the Truth - Operations Support Analyst Intercontinental Exchange Employee Review

This position is ran by poor management, and there has been a considerably high turnover rate due to their lack of team development initiatives and inconsistent policies. Management will change a policy, like the schedules for the employees, and not really give a true reason why. It is as if management doesn't tell the truth to the employees, and keeps things to themselves just to fit their own agendas/agendas of others. Management will target certain employees in the Ops team for mistakes and bad practices, while not addressing the inadequacies seen in the team as a whole. One member could be a senior, who has been working for so long with bad habits/negligent practices and not get any scolding/reprimand, while a junior analyst would get scolded/ridiculed even when they learned everything from the senior analyst. Some senior analysts are not true leaders, as they would cover themselves while letting the juniors get fried by their direct managers. There are even managers that know this, as they have favorites in the team and allow exceptions for them, like wearing gym clothes to work, but expect you to wear the proper attire MANDATED by HR Dress Code Policy. Management has pure favoritism, and does not put the needs of other people on the table over a senior that has been there for them for many years. Management also is not interested in any of your endeavors, as they expect you to stay and deal with their bad practices for years just by giving you more money. If you desire to have a resource, such as a work-from-home laptop, they will lie and say it isn't in the budget, even though the company makes millions of dollars per year. The work-from-home policy is a joke, and they didn't take it seriously and in due time removed the program due to poor direction. Also, certain managers are very disrespectful, and has cursed-off certain employees, including me, for mistakes in the office, like whipping children in the bedroom. When bringing such actions up to their boss, their boss simply disregards it and immediately sides with your manager, so you can forget getting any fair trials in the team. Management appoints management positions to people that are not fit to be leaders, and the pure nepotism/favoritism shows as clear as crystal in this Ops team. Management makes everything to be a joke if you have a concern, as they expect you to have a full resolution to fix it when escalated, even though it is THEIR jobs to rectify the issue. Management treats every individual that signs on the team to be exceptional, when the reality is that everyone learns differently and at different paces. If you are struggling and need extra assistance, then you can forget that as they will treat you like you are inferior. If you need training, extra resources, or more time to understand something, you can forget that too as they expect you to grow infinitely without providing any resources for you to succeed. Unless you are exceptional, management will lie to you and set you up for failure; especially if they do not like you. Management will state that you can take your time, but then expect you to have senior knowledge in two years time. They don't outline clear expectations for the present, but can talk all day about what they want you to ultimately be, as if they don't need to be a part of the process. Also one last thing, you can forget about getting personal life balance resolved, as management will make exceptions for senior analysts while punishing you for breaking policies by mistake, even when the senior is openly doing that on the daily intentionally. My direct supervisor was a pure bully, and made my work environment toxic. I cannot speak for everyone else, but he complains about his traffic commute almost daily, and comes in with a nasty attitude if you made a mistake even in the slightest. He expected me to do the work of a senior, while allowing the actual senior analysts to skate by doing less work for more pay. I have escalated these things some seniors would do, and he would disregard it and not pay attention to them, even though THEY are the problem of why certain habits never go away. He also generated projects that served little to no value for the employee growth; not a good project manager. He was a terrible manager who never represented me, and I was not happy working under him and the other managers. Thus, I resigned to bring my life back into balance. The Ops team may be doing well now, but at this rate management will crash and burn, leaving only the "leaders" on the ship wreck remains with no SOS. I write this because everyone deserves to know the truth before signing onto a team.