A lot of these reviews have been spot on, but I also want to point out some particular situations based on the Maitland (Orlando) location (which may also coincide with the culture out of the Oakbrook office (Chicago) since they were both formerly "Deltak"-
-Be wary of those in upper management, particularly VP level leadership. You should know exactly who these (few) people are if you work/worked there...also that may incorporate a couple "Partnership Directors" (PDs) - however, most of them are now in over their heads with extra work/partners since others in their role have left or "moved on for another opportunity" (aka forced them out of the company). The company has decided to not backfill almost any position, which leads to extra work for those still there, especially employees at the lower level that end up taking on the extra work at their lower salary.
-These VPs have single handedly run Deltak (now WES) into the ground. For reasons unknown but assumptions based on quarterly/yearly performance after the merger with Wiley, there is nothing stopping them from making one catastrophic TERRIBLE decision to the next. Many of us presumed that it was specifically tied to their bonus based on conditions of the merger in 2012. They are willing to make any decision regardless of the ill effects on others based solely on their paycheck.
-Over the past 2-3 years, salaries have become stagnant. This year, there were no raises for a whole department (not sure if others were also faced with this news). Leaders coach middle-management on how to spin it so that the associates feel like the rest of the world (other companies) are also in the same boat.
-VPs in the Maitland office constantly fear communicating news to the rest of the office, so much so that even news that may be viewed as neutral or a change that won't affect them makes associates nervous leaving town hall meetings. When something is going to be negative (like no salary increases for example), you can count on these men to BOMB the message.
-These same VPs and a few PDs (as mentioned earlier), have no issues throwing you under the bus for their incompetence. The mismanagement and lack of real understanding of how to work with the partner universities are a daily storyline. The real issue is that anyone underneath upper management has to solve the problems created by them for them.
-Multiple people (outside of the few mentioned) have walked into work like it was any other day only to be confronted with information that has been exaggerated (or even misconstrued) to put them on a "performance plan." Witnessing this on multiple occasions, the performance plan is in no way to assist the employee in getting better at their job but using it as a forcible offense to get them out of the company. Whether these decisions are made based on not wanting to conduct real layoffs so they can hit goals set forth by Wiley management- or- because they do not want to further scare anyone left at the company- who really knows. About 95% of the people put into these situations were actually decent at their jobs, so one can only guess that upper management was either threatened by them or they are so delusional they weren't able to see the quality of their work. Whatever the case, it is a huge travesty to the office and to those who worked for/with these employees.
-Lastly, there are multiple scenarios of witnessing ageism (both young and older employees) and sexism in the office place. Most of this also coincides with the type of psychological warfare that upper management is gladly willing to partake in order to make you feel inadequate, therefore justifying their treatment toward you and your co-workers. Those shortcomings lie within themselves, but somehow, you will surely walk out of that organization feeling little confidence in your abilities and strengths that you once certainty knew you possessed. Don’t let it get to you though- it’s about them, not you.
