Where do I begin... I will start with communication, which is practically non-existent at the firm even though it is emphasized greatly - employees find out about changes at the last minute (if at all). Leading by the example, the group leaders as well as engagement team management is also very bad, as essential information regarding staffing is dissimilated poorly (such as employees leaving, staff moved to other engagements/staff availability, client communication to managers and/or directors is not forwarded to staff timely, etc). There does not seem to be clear structure of what needs to be done, affecting performance.
There is also no clear understanding as to what one is expected to do or what was done badly, until it’s time for the year end evaluations. Again, there is no communication between managers and staff. It felt as if this is done on purpose, just to cover all basis in case decision makers decide to reward based on favoritism, rather than performance (favoritism is another issue, but hey that seems to be the case in many firms/companies). Employees are not rewarded for a job well done or going above and beyond; errors are magnified and staff is penalized for errors often caused by miscommunication.
Firm seems to be very big on hiring staff for the busy season and then lay off in April-may. Training is mostly on the job, and it involves management NOT devoting sufficient time to teach - basically one is left alone with problems and there don’t seem to be anyone who can guide in the process.
