Empower reviews

* Application setup takes over a month with unclear guidance, and documentation is outdated. Overall, processes are poorly defined which makes work unsuitable for new joiners. * Developers are expected to work 12+ hours on support during rotational shift and handle responsibilities not in their JD. High-level inefficiencies are observed in those managing the development team. They heavily overburden staff. Poor judgment and harshness are shown. QA testing is assigned to developers. The pay is unfair for the workload. They do not make efforts to resolve issues within the team. There is heavy dependency on US teams for almost everything, often requiring late-night work. Interactions between senior long-tenured employees and new joiners can sometimes feel unwelcoming. * Developers are used as escorts, adding about an hour of extra commute in traffic. Instances of sudden cab cancellation without informing employee. * Production issues result in late-night calls, and systems frequently hang or slow down. * HR appears disconnected from the realities of the development team and has, at times, been observed raising voices in group settings and glaring. They want employees to post fake positive reviews and spend time sharing personal stories. Promotions are discouraged in company-wide meetings. * Instances of employees being mocked without reason - unprofessional for an MNC. Managers appear in the office for short durations, while other staff members are expected to stay for full hours.

With Empower the most pressing issue is the company’s poor management. Payroll is a major problem it suffers from constant miscommunication and payout discrepancies that even Leadership team cannot clarify, creating stress and confusion among us employees. Managers are disengaged, frequently out from the office, and fail to provide meaningful guidance or support, instead allowing gossip and indifference to replace genuine leadership. Across all departments Facilities, HR, Payroll, and Management communication is consistently broken. This lack of direction highlights a deeper organizational failure, where employees are treated as expendable rather than valued contributors. Here in Manila, many share the same frustrations, yet employee feedback is ignored and concerns dismissed, reinforcing the perception that management views staff as nothing more than numbers. The result is a workplace defined by weak leadership, poor communication, and a culture that undermines employee trust.