Control Risks reviews about "senior management"

Lack of recognition, long working hours, micro-management. Low pay with no real benefits and no pay rise over a year, which is basically a pay cut considering the current economic context. Bonuses are non-existent due to financial challenges, yet they keep having the same excuse for many years despite high profit margins. They keep postponing promotions, yet they have been promoting people in the down low, which screams lack of transparency and ethics. They expect you to go beyond your tasks, yet no recognition or promotion in sight (unless you are cliquey with the senior management), with a mediocre pay and long hours. Only good side is building your resume but don't last here too long. Very cliquey, obvious favouritism from management to the team. They keep complaining about the high turnover rates but do nothing about it. They hire managers not for their expertise, but to bring money, so you end up working for a manager who is incompetent and has no knowledge of the actual practice, only know how to sell work. All talk and no action.

Training was not really for growth and more to comply with regulatory obligations, always felt this was a missed opportunity. Projects could often be confusing as the delivery framework was constantly changing. Unrealistic deadlines for projects with a lack of understanding of existing pressures across teams.

Toxic work culture (burnout culture): employees were expected to begin and end work outside of conventional working hours, were commended for doing so, and were neglected if they were unable or unwilling. Despite the sensitive nature of the work, management ignored efforts from human resources to offer mental health interventions. Given that the project operated according to regulated peer-to-peer feedback and scoring systems, the culture revolved around constant criticism among fellow team members. Exclusive and cliquey team management: the original team members are now senior management, and they are gatekeepers of responsibility and respect on the team. Their "inner circle" is exclusive and it has caused many employees to feel ignored and outcast, with their own learning, development, and progression curbed as a result. The senior management is receptive to feedback, but if not agreed with, the feedback will not be incorporated into team changes. There were issues with a lack of respect and empathy on the team, causing team members to feel degraded and excluded. The team has lost many members since the project's founding, many of whom have left after being there for under a year. Resistant to organisational and cultural change: there were recurrent issues with the structure of the project, resulting from its nascence. However, suggestions to adapt the project and the team organisation were not taken seriously when emerging from lower and middle management. The scoring system was by far the most toxic addition to the team's management culture, encouraging an ethos of competition and exclusion. Talented, smart, and highly qualified individuals on the team, but management and organisation of the project does not incorporate their value. Many team members are unhappy but feel they will be rewarded for their toil. Many have found this not to be the case unless they were able to work themselves sick or gain the social approval of upper management. Limited learning and personal initiative: the work is interesting, but could be done by someone with very few qualifications. Does not require the amount of previous experience and skill that is asked in the job posting. Efforts to engage more with the organisation and management of the project were prevented by upper management. After being on the team for over a year, I did not find that I left the job with a proportionate amount of new knowledge. Underpay: I believe the employees on this team were underpaid for this work, despite the high profitability of the project itself.

Long hours, less than industry average salary, growing push from senior management to be profitable

- management don’t look after those under them - no bonus or pay rises - long hours 12hr days usually. - no scope for promotion unless time served - HR are terrible at replying, if you get a reply at all. - low wage considering other companies out there doing the same jobs in the same location. - lots of older generation which creates a slower working environment. - lots of unnecessary movement of teams and individuals on teams. - bad organisation by senior management for taskings. - people leave far too regular due to no change or addressing issues by the senior management. - jobs taken on a ‘friends get the job’ basis instead of who’s best for the job. - travel time comes out of your leave.

Senior management are clowns. they too busy with their egos and trying to be comedians (literally). No support. Everyone in the office is competing with each other. You won't learn much here as you would at smaller firms.

Current consulting industry is on the downside in China