OpenTable reviews about "manager"

No career path or mentoring programs for employees who are not already managers

It's a hard hitting business. There's a lot of stuff to do, not your typical desk job, you're gonna be here and you're gonna work (bad to some people i suppose)

No downsides. I love the job

An increased feeling of instability (perhaps temporary). Long-tenured leaders have left as entire refresh at senior level. new leadership has not demonstrated vision just yet or ability to focus and execute. Communication from top has deteriorated. Solid upper-middle managers in place as execs. Lots of opinions. Used to be filled with DIY'ers and solutions oriented people. Influx of 'idea people'.

With that said, where do I begin with the cons? First off, the CEO is hardly around and makes bizarre low-level decisions without entrusting of his direct reports. Another exec is completely out of touch with their org other than a couple projects that interest them. This makes communication a gigantic hurdle and employee promotions a struggle. Another team came in from an acquisition with an *extremely* toxic employee who insults everyone around them causing stress and damaging to the culture and still manages to get praised by the exec team. We have a very tiny budget for anything that increases employee happiness. Only a few employees have standing desks, and there's only a couple boxes of fruit for 400+ employees, and we share low quality Costco sugar snacks. The office manager does care about this problem, but there's little they can do given the unreasonable constraint on budget.

The company is very cheap. The systems are severely outdated, which creates a lot of manual work. Efficiency is not a priority and never discussed. The common complaints to why the company does not have the basic necessities is "it's not in the budget." I imagine this is because the Priceline Group examines every single penny the company is spending. Growth opportunities and promotions are determined closely linked to how close you are with your manager rather than merit. Despite making repeated cases for a promotion or a growth plan, your manager holds the key to whether you get to move up or have the support to foster growth in your role. This is quite a contradictory vision given that the People & Culture team emphasizes how much employee growth matters, but the team does absolutely nothing to enforce this. The company also needs to invest in mandatory manager training (again - cheap!) to establish some sort of uniformity. A lot of folks have moved into manager or team lead positions who have not managed teams before because of high turnover rates the company experienced in 2014 and 2015. Compensation and benefits are severely below market. My salary is 50%+ higher at my new company for the same role. The company is very far from being competitive from other bay area tech companies.

Some managers are too protected from their own failures