Great example of how horrible management ruined a good potential company - Anonymous employee DFO Global Performance Commerce Employee Review

-Non-existing career path - There’s people stuck in the same position with the same paid for years. There is no annual performance review unless the direct report manager pushes to make it happen, most of the manager will not even bother since the turnover rate is so high. The OKR system they are using is a joke with no reward and punishment ties with it. There’s no cost of living adjustment or merit bonus despite what the finance team promises. If you take a closer look at the reporting line, there’s director and VP with zero supporting staff with serious misallocation of resource. You need grunt work done? You can do it yourself or outsource this out to Vietnam with 15 hours time difference. -Extremely high turnover – Unless you are sitting up high on the C-level (except for the CFO) the turnover rate is extremely high. People get hired for one thing and they get moved around and ask to do a totally different function without any reason, training, or support. I see a whole Pod being put together and dismantled within weeks, all based on C-level’s hunch. If the gamble doesn’t pan out, the Pod will be yelled at, often publicly in a chain email with ALL CAP with a very humiliating tone for something they have little to no control over. In this highly toxic environment people are just fighting to survive, forget about work life balance, career prospect or basic respect. There’s people getting terminated or quitting every week or so, along with it the knowledge, insight and resource wasted. -Nepotism – Beside a handful of C-level, there’s a group of 10-15 people in the company that seemingly to be above the weather despite how poorly they perform. That group of inner circle friends existed only to stroke the ego for the CEO and the a few C-levels; praising their new idea and new company direction without any thinking process or consideration. When it comes to the actual planning and execution of work, they will be nowhere in sight. The lack of competency is clear for anyone who has been with the company for more than a few weeks, if you speak to the current/former employee, they can tell you exactly who they are. With that high school bully inner circle group holding C-Level, VP and director position without the ability to lead and drive the project, all the grunt work is being done by lowly paid staff with little to no training and support. They will have no problem letting anyone go simply because you are not in the inner circle or related to the CEO. -Low pay and non-existing growth – Let’s just be clear, there’s no career path with this company. Unless you are in that inner circle group which always get promoted because you are friend with the CEO. For the 95% of the company, there’s just no incentive to push harder since you will not see an extra dime on the paycheck. Bonus? On her first week of taking position the last CFO (last as she quitted as well) cancelled bonus and compensation by replacing with a blank check – or in her word “Cost of living and merit bonus”. The work hour is extremely long, most of the folks in the office have to take the work home, the management does not care if it’s the weekend, public holiday or you are on your paid time off - They will shout at you if you don’t give them what they want at the timeline of their preference. Even if you can withstand the frustration and humiliation and still give your 110%, at the end of the day, there is no personal/financial gain for it simply because you are not in the “club”. Instead of bonus, achievement recognition or a raise, they do "shout-out email" and sling left over inventory as prize for your hard work and contribution. -Lack of structure and direction – The company struggles to define their identity and core business model even to this very day. Company direction changes based on the CEO’s hunch, often more once within a year. All the decisions, no matter how ridiculous and wrong, are supporting by the group of inner circle of C levels and VP without any thoughts and consideration. With the slightest downturn on profit, the company will proceed with sudden mass firing to control expenditures. Half or even whole team would be let go without any explanation with HR nowhere to be in sight for comment or support. Unless you are in that inner circle, your job security is very slim. The fancy party and dinner expense for the higher-ups is billed on expenditure without any oversight. Flying in executive and client on business class ticket and paid hotel days before mass global firing begs for question on the financial structure and oversight, or in this case, the lack thereof. -Micromanagement – The CEO micro manages to the smallest detail, he has no issue calling anyone out publicly just because your idea is different from his mail order marketing bible from the 90’s. Pedantic minor detail that bogs down progress for the sake of pleasing him. You can have a whole Pod working on a dead-end project with everyone on board knowing it will fail from day one. Once the project does fail then somehow the Pod is to blame for the lack of innovation and not thinking outside of the box. The inner circle only to pour fuel onto the dumpster fire with hindsight criticisms without any constructive suggestion or workable solution to the problem. -Mental health impact – This obviously does not apply to the higher-ups and the group of inner circle club but everyone else I interacted with shared this deterioration of mental health the longer they stay with the company. Public shaming, swearing and name calling by the CEO and certain C-Level is a norm at the slightest hiccup in the project, which might or might not be in your full control. Without cost of living adjustments you are also getting pay less every year and the HR department doesn’t seems be bother by it, since they are dealing with 70% of the staff leaving within a year or two. If you are lucky enough to have a direct report manager that you can talk to and get support from then you might be able to last a bit longer. At least until he/she move on with better opportunities or the whole Pod is axed. When your performance does not equal to the pay and stability in the company, everyone is just hanging on in survival mode. Lack of transparency – Beside those phony company wide shout-out townhall calls and email, the company makes little effort to connects with the employee. Zero attempt to communicate with the staff and internal working parties and partners before or after mass firing. HR refuse to send announcement notice citing it would cause further “panic”. This level of instability at the top leadership level means your department and pod can change overnight, often without notice and reason; your job will be outsourced to India, Philippines, or Vietnam in a drop of a hat regardless of your department P&L and profit your pod generated.