Huitt-Zollars reviews

Not really a mentorship regime present, feels like im kinda flying blindly into tasks. Yes i am getting training by doing but theres not really anyone im working with 1 on 1 consistently to really throw my questions at

The downtown office benefits from a diligent group of interns and non-licensed staff; however, the upper management presents significant challenges. Despite high compensation, senior leaders appear to contribute minimally to daily operations, frequently attending conferences while claiming to be overburdened and under-supported. A concerning aspect of the office culture is the existence of a “clique” between PMs and Practice Area Leaders, that demonstrates unprofessional behavior. This group consistently arrives late (minimum (9:30am), spends significant portions of the day in non-work-related conversations, and takes extended lunch breaks (more than an hour). Their utilization rate falls well below company expectations, yet they maintain an outward appearance of being busy. This behavior is compounded by a lack of accountability from the supervising staff, who seem either unaware or unwilling to address the issue. They spend more time on their attire, intended to convey a sense of professionalism that inadvertently misleads the company into perceiving them as hard workers. They are not hesitant to adopt a “bad cop” strategy to achieve their objectives. They exhibit a “boss” mentality rather than a “leader” mentality, which allows them to minimize their workload. Additionally, a recurring pattern is observed where Management hire individuals lacking the necessary skills. These employees are often shifted between teams, and those who struggle are eventually overloaded with work until they voluntarily resign. They do not like to fire people. This practice not only leads to employee dissatisfaction but also causes the company to incur losses due to underperforming hires and inefficient staff management. The office culture reflects a micromanaged environment, with a focus on physical presence rather than actual productivity. Leadership prioritizes in-office attendance, often mandating a return to the office while not adhering to the same standards themselves. Furthermore, there appears to be favoritism at play, with non-licensed staff receiving less support and recognition than their peers. Another critical issue is the outdated equipment provided to employees. The laptops are slow, prone to overheating, and have insufficient storage, creating unnecessary obstacles in performing daily tasks, particularly when handling large files. Additionally, the limited availability of software licenses hampers productivity, as employees must share access to essential tools. Regarding professional development, the company’s approach to licensure is inadequate. While there is a push for employees to obtain their licenses, the provided study materials, specifically through Black Spectacles, have been criticized for their lack of substance. Requests for better resources have been met with resistance, suggesting a lack of investment in employee growth. In conclusion, while the office has hardworking employees at lower levels, significant improvements are needed in management, culture, and resource allocation to create a more productive and supportive work environment. I currently have ZERO confidence and trust in our Practice Area Leaders and their clique. They have an obvious bias towards certain people and speaking up is pointless. It is hard for me to think of positives for this company, as the negatives far outweigh them.