Martin-Brower reviews

You barely get to know your supervisors or managers before they wise up and leave. Job titles do not match the amount of responsibility or accountability for the position. This enables the company to justify the pay range for the job title.

Leadership issues create a toxic work environment — poor communication, lack of transparency, and clear favoritism. Employee concerns are dismissed or minimized, leading to low morale and high turnover. Recognition and advancement are inconsistent and not based on merit. HR leadership fails to model professionalism, making it difficult for the rest of the team to succeed. Disorganized leadership – Lack of proper onboarding, training, and guidance; basic HR compliance tasks (like signed employee documents) left incomplete for months or years. Retaliatory behavior – Employees who give notice are sometimes walked out immediately. Poor communication – Critical updates, decisions, and changes are not shared in a timely or transparent manner. Micromanagement without direction – Leaders demand results but fail to provide tools, processes, or support to achieve them. Low accountability at the management level – Mistakes are deflected onto staff instead of addressed and corrected. Toxic atmosphere – Tension and distrust are common, leading to high turnover in HR. They've had more HRM and HRG's than employees. No consistent follow-through – Promises of improvement or change rarely materialize. Minimal professional development – Little to no investment in training, certifications, or skill-building for HR staff. Inconsistent application of policies – Rules are enforced selectively depending on the person or situation. No exit interview process – Company misses opportunities to learn from departing employees. High turnover in HR – Key positions open repeatedly, signaling deeper unresolved issues. Erosion of trust – Employees are hesitant to bring concerns forward due to fear of retaliation or dismissal.