Ferguson reviews

Having various positions in middle management, i can tell you the conversation behind closed doors is much different than the overly positive "simplified" version fed to direct reports in the field. Mid and Upper level management's goals tied to their compensation are in direct opposition to what is in the rank & file's best interest. A lot of the charity drives are shoved down everyone's throat because the appearance of a culture of giving is more important than actually building a culture of giving. If you're at this company long enough upper level management will write you a number of checks they have no intention to cash to keep you hungry . The business climate this company was built to thrive in died in about 2005. The company is at least 10 years behind on technology but attempts to leverage technology as a strength in its value proposition. The company is more concerned with appearance than substance at this point in time. Your constructive feedback is taken seriously as it relates to your direct manager's reflection to their boss. If your feedback is glowingly positive and you're a " yes man", you will advance quickly. If your feedback is legitimately trying to raise awareness of an issue or a solve a problem , you will be "heard" but it will be pigeon-holed and you will not be put up for a promotion.

When COVID-19 hit we all went remote and then they gave the hourly workers a 15% pay cut and asked us to do more work. My work, for the most part, doubled in terms of phone calls and emails. But when we needed support there was no accountability in upper management and they let other verticals slack off while hounding us about not doing enough. The lack of support, direction, and communication during the crisis lead me to look for and accept another job.