Fender Musical Instruments reviews about "management"

Low pay. Upper management inconsistent.

Second shift gets the short end and little to no recognition compared to 1st shift. Most management was sleeping around with eachother or new hires. Outside management hirees were ill-equipped and knew nothing about the industry. Constant backstabbing from other employees in order to keep you looking worse than them. Principal Master Builder for Custom Shop was secretly pushed out for sexual misconduct, Unfortunately, corporate is located in AZ and has no idea what was going on. Saturdays are “mandatory” and holidays only put you behind so you have to come in the following weekend to make up the time. If you refused overtime you paid for it… There is a cool kids club that if you make it into you are golden. Otherwise, good luck.

- Extremely cliquey workplace. High school level drama. - Mediocre pay that hits just average. You will need to fight for your salary in the beginning. - 60+ hour work weeks are a norm. - All employees go through burn out and panic attacks on a daily basis. - All of Leadership are YES-men. Because of this, everyone ends up suffering from extreme burn-out due to last minute project launches. - The Leadership team have absolutely no management experience. - A certain Director had a habit of throwing their team members under the bus whenever they were called out for a mistake. This is NOT what a leader does. - Tons of finger pointing during upper-level meetings. - Employees were treated like tools. They do not care for your well being or even bother trying to. - There is no culture here. Training is provided by HR to teach people how to be great leaders, but all of leadership has shown time and time again that they don't care for their employees. - If you care about your life, I'd advise you look elsewhere.

Each department has metrics that conflict with other department's metrics. Upper management doesn't seem to care about keeping talent.

Definitely pays below market rate. Upper management constantly brags about how products we directly work on are outperforming sales, yet salaries stay pretty stagnant. A lot of mid-senior level engineers continue to leave for higher paying roles. No bonuses, profit sharing, stocks, etc.

Declining office culture, poor management and org structure that stifled growth opportunities

Inconsistent workload Refusal to match external rates to keep quality engineers Management team is inconsistent with design schedules leading to easily forseen "fires" in the process due to unmitigated risk in order to meet schedules and deadlines despite dynamic circumstances.