I know a lot of these reviews have been for the 3rd floor, so let me also shed some light onto the lesser, in value, pay, and consideration, 2nd floor. In one department alone, we had 2 managers leave the same day. 3 people on the team were presented the “opportunity” to become interim team leads because both skip level managers didn’t know how to run the department. Those 3 not only did an awesome job, which was evident in the stronger goals, KPI improvements, overall better community with our techs and departments we worked closely with, but stepped up for their team, still believing in the values and words spoken by management. They held the role of interim for 5 months! They finally, going behind the interims back, after promised interviews for the manager role, and hired the worst person you could hire. (Obviously, before the CRO got there). The interim leads out on brave face and helped this guy to learn the role, because he did not have experience in tech, CRMs, or even a basic understanding on how to treat humans. He lasted all of 48 hours before management was forced to fire him, given all the evidence and backlash they received. From calling us subordinates, to asking anyone with a touch of melanin if they were from a different country and spoke Spanish, to letting his team know that although he was previously accused of sexual harassment in his previous role, that it was not sexual harassment because she was ugly. So the interim leads were thrown back in, without asking, apologies and we were told to just pretend it didn’t happen and to not talk about it with others at work. Was finally interviewed. After being told that another person internally interviewed and it was a pity interview, but that “you have a good shot”, left me a little less than optimistic. Waiting over a week to hear back, I was notified, via LinkedIn, from the new manager, external hire (once again), that she was so excited to start. Because if LVT loves anything more than their Jazz sponsorship and desperate ads to show they still have any positivity in their workplace, it’s nepotism. Hiring a manager’s wife, for a different manager role, just makes sense, when all the HR roles, I mean front desk roles have been filled. After finding out in a terrible way, being told “if it wasn’t her, or she said no, it would have been you” really just boosts someone up. Oh, and don’t fret, because of her zero experience, you’ll be teaching her everything she needs to know. Nope. She is nice, cares about people, but can’t even use Slack, Zoom, or know how to do the job. Micromanaging even down to bathroom breaks. Also, let’s not forget, reading private doctor notes to the team, to keep them up to date with an employees whereabouts! Since leaving, I have received countless messages from the techs LVT has contracted with them, frustrated, upset, confused why “all the good ones are leaving”, or “who is (manager) and why doesn’t she know anything?”. But monkey see, monkey do, so she hired her friend too! When receiving endless complaints of her incompetence, instead of coaching or correcting, it’s defending and accusing others. That in fact has become the LVT way.
So let’s talk about their values:
“Own it”. How could I own something that so clearly wasn’t mine? I’m not willing to take ownership of a mess I didn’t not make. How about you “own” your terrible hiring practices? “Chew the strap”. I was like an enclosed animal gnawing at the bars, but where is the reprieve when your teeth are dulled? “Be the crew”. “The ship has no passengers”, just plundering pirates, dressed in manager’s clothing. Let’s all row the same way, but first argue about which way is North. “Pursue excellence”, until you’ve been depleted of all dignity. Pursuing of excellence, externally. Never internal. They will suck you dry like the winds of the Sahara and then ask why you are thirsty! Don’t forget to “Do Right”. After all, in a room full of villainous takers, only the ones who do good can become the heroes. The only “Do Right” to do is get out as fast as you can!
