Pros
Salaries are very competitive, but that's where the pros end for this organization.
Cons
I am a current employee and believe it's crucial to share my observations for the benefit of potential new employees. While I aim to be truthful, please note that my intention is to provide constructive feedback rather than solely criticize. 1. Leadership Style: The leadership at this organization follows a paranoid and untrusting approach. Both the CEO and VP seem to consider all staff guilty until proven innocent, fostering an atmosphere of distrust. 2. Remote Work Monitoring: The company's remote work policy is questionable. Staff is required to work from homes located 40 minutes away from the office, a rule not applied to the CEO residing in Virginia. Monitoring or staff IP addresses and scrutinizing staff's social media activities further contribute to an atmosphere lacking in trust. 3. Culture and Work-Life Balance: The blame for the toxic culture is often shifted onto employees, and there is a perceived lack of empathy. Expectations of working long hours without providing compensation or flexibility create a challenging work-life balance. There is no comp/flex time policy written or unspoken. Example: • If you work 60 hours in 4 days, you will not get the 5th day off. If you work over the weekend, you will be expected to work a full week before and after that weekend. If you work until midnight, you will be expected to be in the office the next day at 830am. End of story – there are no exceptions. 4. Sick Leave and Family Responsibilities: The rigid approach to sick leave, even when employees are capable of working from home, reflects an insensitivity to the personal needs of the staff. The lack of flexibility in dealing with family responsibilities, such as staying home with a sick child, is concerning. 5. Staff Engagement: Events meant for staff engagement, like the Winter Celebration, are poorly organized and lack transparency. Last-minute changes and a lack of communication create a disconnect between leadership and staff. Examples: • The CEO only pops in for 1-2 minutes (if he's even in the office); he doesn't actually sit down and ENGAGE with any of the staff, and the VP NEVER even bothers showing up. • This year's Winter Celebration was supposed to happen at an indoor putt-putt facility (that lots of staff were looking forward to), at the last minute, plans were altered with no explanation, and the party was moved to our office. They did some silly trivia and a white elephant exchange. The CEO at least participated, but the VP showed up for the last 15 minutes of the party and looked like she was physically in pain, having to spend time with the staff. 6. Communication Issues: The CEO's unscheduled Teams calls, and the VP's consistent tardiness (and often absenteeism) to meetings indicate a lack of respect for employees' time. The absence of experience in running a nonprofit organization is evident in their management style. 7. Employee Turnover: The organization has witnessed a significant turnover, with over 60 employees leaving in the past 12-16 months. This turnover rate is alarming, considering the full staff is only around 50 people. 8. Salary vs. Work Conditions: While the salary offered may be enticing, it appears that it comes at the cost of poor treatment and a challenging work environment. The disconnect between compensation and work conditions raises concerns about the company's priorities. In conclusion, potential candidates should weigh the salary against the work conditions and carefully consider whether this organization aligns with their career expectations and values. I hope this feedback serves as an honest reflection of my experiences at the company.