The core of the problem is that most managers don’t want to manage and prefer to concentrate on business development. This leaves the administrative duties to the few (micro) managers that actually do both. These managers are entrenched in their ways and lean toward an old school, top-down way of doing business. Unless you are at the top tier of the organization you are invisible.
The executives adhere to grueling work schedules and will expect the same from you. They forget that their motivation stems from their huge financial incentives that don’t trickle down. Many employees are overworked, under-appreciated, and are frustrated by the lack of respect or consideration given to them by upper management.
Grind people down with work, and when they leave replace one employee with three. Employees who leave are blamed for the problems that caused them to leave. Upper management lacks self-reflection and they are disconnected from the "help".
The company also has a habit of redistributing the work of those that have left to those that are left behind. That is not unusual as a temporary fix but you will find yourself owning that work indefinitely. This is really demoralizing when the distributed duties are a regression for you professionally. Conversely, you may find yourself doing higher level work but told that you don’t have the qualifications to eventually earn a promotion. In either scenario, you end up working the jobs of two people.
Think about what your professional goals are before you take the job. Systems are behind the times which can stunt your professional growth and impact your future marketability. If you want to work for a dynamic organization were employees are empowered, expected to take responsibility for their work, and are praised for contributing solutions to existing problems, this is not the place for you.
Morale is really low and the negativity contagious.
