A good example of how NOT to run a company - Consultant Alscient Employee Review

All employees put under enormous pressure to work long, unsociable hours with no compensation. The volume of work per person is unachievable and unmanageable. Management Structure is not widely understood with the owner of the company having concealed, yet major input into the running of the organisation whilst also holding a senior position elsewhere. Unpleasant environment. The office is very often silent and uncomfortable. Any non work related exchange can be met with icy glares from various angles. Senior staff will often use unprofessional language/profanities, storm out of meetings, exhibit very emotive behaviour particularly in front of junior members of staff. Pay is below average and payrises are reserved for whoever is in favour of the senior management at any given time. When recruited you are told there is a bonus scheme, however there is no formal scheme, the reality is if certain individuals like you then you get taken to one side and given a nominal amount on the hush hush. No line manager support, every man for himself. Bullying is commonplace by the management team. There is no respect for the fact that employees are entitled to a personal life. You are treated as if you are owned by the company. You will regularly be contacted whilst on leave or during weekends or asked to cancel your holiday plans in order to accommodate unrealistic comittments being made to clients. There is a definite blame culture across the organisation. There must be a fall guy. Clients are never happy and rightly so as they are treated poorly and given meagre service. Staff are often put in the position where they have to embellish or even conceal the truth when dealing with clients or insist on charging them for inadequate work. Solutions are sold to clients where there is zero experience within the organisation of the technology required. Yet clients are told they are experts. Staff are treated as cheap, replaceable commodities The resourcing model used is nothing more than a shambles resulting in a weekly bun fight over which clients will be assigned which, if any, resources. All staff, even in the most junior of positions, are placed on a 3 month notice period due to the fact they find it difficult to keep people. Some have been known to resign prior to the end of their probation period to avoid this as they knew they wouldn’t stay and the prospect of another three months there was too much