Inmar reviews

Senior leadership spends a tremendous amount of time thinking up new culture and values that are constantly changing, then they hold us to these values but not themselves. Senior leadership does not listen to SMEs, decisions on critical resources are made against the advice of SMEs which leads to shortcoming, challenges and being told to make things just work. Finance seems to be an issue, we plan things out and projects get approved and then months into the new year we are told the money is gone. Right sizing teams never happens after people leave or get promoted, there is a push to outsource. RTO for employees hired on as remote are not respected, and are told that their employment contracts don't matter and that they should just come because we have no choice even though those employees will be going into offices to manage resources that are not located at the office and the employees sit on team meetings with everyone else remote (A lot of people are not even in the same country much less the same state.) Leadership wants seats warm and do not care about their employees. Promotions almost never happen, unless someone is failing upward. You are just a number here, especially if you aren't part of sales or marketing. HR does nothing, they treat you like a number and enforce the fact that your employment contract means nothing to them. For such a large and profitable company, money is not spent where it needs to be, I am being vague here intentionally, but I have worked at much smaller companies that are much farther ahead from a technology standpoint. PTO was replaced with FTO so that when people leave they do not have to pay out PTO, it is nice but I see that as a benefit lost. Since I have been here we have gone through 3 CIOs. Communication of critical changes or any changes, trickles down to working staff like gossip does in a high school, there is no real communication, especially for things that can be grey areas. Certain things fester for years and the company is advised these things are big issues for a long time, and then randomly it becomes an emergency project 3 years later and gets rammed through. Project management and planning here is a complete joke.

Things break down once you reach the manager level. My manager treated me like I was their best friend until we had a disagreement, then they found a reason for me to be shown the door. In retrospect I should have noticed the red flag that they turned half their team over on a yearly basis. C-Suite leadership will proudly boast of their accomplishments and will openly challenge the rank and file, but rarely want to be the bearers of bad news. The return to office mandate was handled especially poorly; after the RTO mandate was announced, there was enough pushback for management to rescind the mandate and "take additional considerations." Said additional considerations is that they decided they were right all along, but no formal announcement was made and it was left to the individual managers to explain a decision above their paygrade instead. This also happened at the start of December, leaving parents barely a month during the holiday season to try and find child care and transportation. HR is also very poor. I had expressed interest in an internal position and the recruiter responsible only scheduled an interview with the hiring manager that had to be corrected twice; they never spoke to me at all, not when the position had been filled and the person selected actively working to let me know that I hadn't been selected. If they're this bad with internal candidates, I shudder to think how they are with external. I've also seen signficant turnover from ex-colleagues on my LinkedIn feed now showing the green OPEN TO WORK banner, so make of that what you will. Finally, if you are a victim of inappropriate workplace behavior, HR is once again not your friend. It's not my story to tell, but those who are connected are those who are protected. HR is called Great Teams and only manage to live up to half the title. I'll let you decide which half.