Pros
- We have a desk and computer at which we may take breaks. - The director in our department finally gave up on talking to us directly in our roundtable meetings and has subjugated his lackeys into doing them for him. This is far less infuriating.
Cons
- Cafeteria gives you precooked, heavily salted, expensive food. Get rid of Mazzone Hospitality. This company is not even attempting to provide edible food. Unfortunately, they are the only show in town. $7 for a lousy burger. - You have to drive literally five minutes away to get to anything to eat on your lunch break and 10 minutes to get anything that is not fast food or prepared by the dregs behind the counter at Price Chopper. - There is no career path whatsoever. Imagine throwing bread to a group of homeless people on the street and watching them fight over it like rabid dogs. That is how intense people must fight over promotions that cycle only once a year. If you do not get it? Better luck next year, buddy! - Morale is extremely low due to this and factions form quickly in every module and department. Office politics is rampant and data-based decisions are simply a pipe dream of our executive management. - We consistently have roundtable meetings with upper management (director level) about why people are leaving at an alarmingly high rate while they continue to give us compensatory raises of less than 1% over the period of 5 years. - Upper management will demand SMART goals from the bottom-level employees while offering none of their own during these meetings. - There is no accountability from management BY DESIGN. - We are a startup company in New York with a high income tax rate, yet they could not care less about the rising utility costs and overall high cost of living increases each year. - Management would rather give us 0% raises to line their pockets and wait it out until they retire than make this a viable company. They either have retirement homes down south, a pension from IBM, or both. Without skin in the game, they deliberately squeeze every penny out of their potential pot of merit increases available to them to pad their own metrics. - We have 1:1 meetings every month to ensure that our career is on track even when there is no opportunity for advancement and there is not enough manpower to replace your work output somewhere else in the company. - GF has forced rankings. I.e. if everyone is literally worked to death, death becomes the average. There is someone EVERY year that MUST get a low ranking due to the evaluation process. If we do layoffs the same year that one gets a low rating, they will undoubtedly leave. - When management wants to stop you from doing something (e.g. transferring departments, using vacation, reimbursement on tools/material necessary for the job), they refer to the human resources POLICIES. When they want to break the rules in favor of the person that feeds them dirt on their coworkers in their 1:1's, management will then refer to the human resources GUIDELINES.
