InComm reviews about "manager"

This place is the worst dont come here unless you want to be disrespected in public .Developer managers act like tyrants . They yell at you in meetings . They are disrespectful to teams they manage .they call scrum useless and force teams to not do scrum protocols . They show favoritism . They protect their Cuban friends even though they are disruptive . They give upper management the impression that they are the best. Upper management in st Pete are equally dismissive of problems at Miami office .Hr department is a joke . It’s all about who had the guts to complain . People don’t complain since they know things won’t change . Salary is a joke . Women employees left due to mistreatment.diversity is non existent . If you are Cuban u get hired .

Not enough people in department

The managers that I've worked with seem unable to understand software development basics, and as such are ineffective leaders. Because of this lack of skill, a severe culture of blame has been established by management. For example, the SVP in Portland and HR both blame the CEO for promoting none of the very deserving development team, but all of the management team. One of the bigger goals of the past few years has been getting off the legacy system. The development team has to this point made great strides towards this goal, with zero input (or recognition) from management. Current plans to continue this effort were made by the development and product teams, again with no action from management apart from promoting themselves.

HR does not care about personnel nor the abuse certain managers display towards their employees.

Old technologies and legacy applications.

company has high executive turnover

Too many favorites and/or friends on team. If you weren’t part of the “crew” or a man, there was zero recognition or advancement...and that goes for any of the teams I was “lucky” to be a part of, but mainly my last team.

1) Sometimes technical changes that impact your daily work occur with little to no warning. There could also be major issues that cause a lot more work in order to resolve. 2) Speaking of #1, too many manual processes which causes more margin for error. 3) Logistical and policy changes can be a bit stagnant and causes some difficulty, though not impossible to work with. 4) Insurance and certain other benefits are a bit pricey and a little limited but decent. Probably an issue with that industry as a whole, to be honest :) 5) In subsidiary/remote locations, advancement may not be clear. A good line of communication with your manager/direct report is important in order to communicate vision. 6) I wish there could be a little more flexible work arrangements but it's overall not a major negative. 7) Peak season is around November - February, then until April to a lesser extent. More hours/effort are needed and things get tougher but at least there are lighter times which allow breathing room. 8) No sick pay - PTO is used when you are out sick. Minor gripe but still a factor