Pros
Remote work. That's it, that's all.
Cons
The mass majority of these reviews are from contract/franchise staff – my experience was as a “home office” employee. There is a huge difference, and this should be noted when considering employment with N2. • Contract staff/ADs/Franchise “Owners” are the golden children; they bring in the money, they are treated as ‘better than’ by leadership and demonstrate their sense of entitlement in all of their interactions. Yes, there were several contract staff who were actually humble, kind, and treated me the way they wanted to be treated; but overall my experience with contract staff was less than desired. I was mocked by them for masking at conferences during the height of COVID, because, you know, Jesus of course! They spouted “faith over fear” as if I couldn’t put my immune compromised loved ones at risk, because they were a Christian company • On that note, the advertised that talks centered around God were not required, but they sure were ‘highly encouraged;’ I was even instructed to stop working to attend one of their “faith talks” at a conference, but okay, we’ll say they’re not required. The owners are Christian, as is most of their staff, so they find a way to intertwine it into EVERYTHING. How is discussing Jesus and how he saves during an all-company staff meeting work related and appropriate? Not appropriate, inclusive, or inviting. Yes, the owners are upfront about THEIR faith, but N2 is not a church. There is no reason religion should bleed into everything. Everything is focused on the almighty dollar; ‘you only need one way to make a million dollars.’ Every day if felt like I was working for a prosperity church. It was gross. • All this being said, what ultimately led me to resign was my direct upline. My first supervisor was a former “franchise owner,’” and while she was friendly, she was not invested in being a supervisor. She missed the freedom of being a contract worker and was not knowledgeable about the ins and outs of “home office,” did not attempt to find the answers, and did not want to make time for me. For example, in our regular 1:1 check-ins, we would be scheduled for an hour, and she would rush me through, always ending by 15 minutes in, no matter what I need to staff with her. She ended up going back to a contract role (not a surprise) and I was given a new supervisor - this new supervisor did not even advise me that she was my new upline; I had to ask who I was reporting to after my first supervisor had transitioned more than a week prior. First red flag. • She immediately began taking inventory of all my recurring tasks, which is standard, but then started telling me I wasn’t doing what I was hired to do. Okay? So, take that up with my previous upline, or the director of the department – ask them why. I didn’t get to assign myself tasks, I was doing what I was instructed to do. • She took micromanaging to a whole new level. She would insist I check in with her the moment I started work, even though I gave her no reason to question my working hours or diligence. She called upwards of 10x a day on many days, raised her voice at me, called me “combative and rude” when I asked questions or expressed I didn’t understand things, criticized me for emailing a director as if he was a dictator who I was too lowly to speak to, criticized me for asking for assistance from someone higher on the food chain from me EVEN THOUGH he told me to reach out, and claimed “no one wants to work with you,” which, even if true, was not constructive or helpful in any way. • I regularly asked her for constructive feedback in our 1:1 meetings and was told there was no constructive criticism to provide, and then hit me with a PIP with a laundry list of things she had problems with, many of which were not entirely accurate or even just completely falsified! When I asked few questions about it and just signed it because I did not want the extra stress or to be viewed as “making waves,” I was told “usually you are more argumentative, this went better than planned.” More proof that questions were discouraged. • I was tasked with things I did not know how to do, including building out a dashboard. So, I purchased a training through Udemy with my own money and asked for time to complete the training during work hours to educate myself. I was given a 3-hour slot one time to work on the course, which was revoked when a pressing task took priority. So, I did not work on the course. I am not doing work related tasks without getting paid for it, despite the expectation being set. • I asked for trainings on many things and was denied them. Was told I just needed to “play around” with databases and processes – great leadership. Yet, when I didn’t do things right, I was reprimanded. Growth is not encouraged, real training does not exist, leadership does not value their staff. • When I put in my notice my supervisor immediately became very nosy about my personal life, wanted details about my new employer, wanted to “brainstorm” new careers for me, and viewed my LinkedIn profile so frequently I chose to block her. She also referred to herself in a derogatory way, insisting that it was what I thought that about her and tried to bait me into saying it – I refused and made sure HR was aware of this interaction. • These examples are just a small taste of my experience at N2, the poor treatment I received, and the “leader” I was supposed to look up to and learn from. I resigned from this company 2 years ago, but the toll my supervisor took on my mental and physical health was awful and long-lasting; I was breaking out in hives and in tears literally DAILY. My somatic nervous system was in overdrive; heightened levels of stress equate to mistakes, only increasing her hostility towards me. Stories like mine need to be shared. I was reporting to an individual who may have thrived as a supervisee but failed as a supervisor. She would gatekeep information, refuse to give me what I needed in order to do my job, refuse to provide me training or allow me to complete training that I initiated, and then would ultimately gaslight me saying “Why don’t you know how to do this,” “Why are you making these mistakes,” “You need to do better,” etc. etc. etc. I don’t wish my experience on anyone. If you look at other's negative reviews, N2 responds defensively, telling the reviewer their experience was not real, not true, that N2 does not treat employees the way (former) employees are saying they have been treated. They aren't open to hearing the problems within their company, they would rather turn a blind eye and consider only the positive reviews. So, if you are going to respond to this review, please don't waste your time or mine - I know what occurred during my time at N2 and only I can speak to that. N2 does not get to twist this in their favor.
