Toxic culture, tone-deaf management, rigid and outdated office policies. Little growth. - Recensione dipendente - Technical Support Specialist presso Brookfield

• No real growth: in the technology services group there’s no room for career growth, challenge, or change. Promotions are scarce despite a very talented core team, specialized roles are usually filled by new hires rather than uplifting internally. There’s more emphasis on getting better and better at serving the customer rather than individual goals (despite leading in metrics and being the so-called “platinum standard”) You’re expected to show up, go above and beyond, and get brownie points for an absolute joke of a performance review. Overtime was removed from the IT team and replaced with performance based bonuses and strategic raises despite many employees approaching senior technical levels and still being paid below market rates. • Toxic office culture: lots of he said/ she said, micromanagement, favoritism with management and staff vs support roles, and outdated passive aggressive office politics (employees have had emails and chat histories used against them). HR is superficial and only serves to protect the company (not the people). Upper management loves to pat themselves on the back and refuses to listen to feedback from employees. I’ve personally witnessed employees from other teams break down and their overall mental health decline while working at Brookfield. I’ve also witnessed people realize that they’re wasting their energy and potential working there and have left to much more rewarding and fulfilling opportunities. Shout out to all the employees interviewing at other companies in our high tech conference rooms, love to see it. • Non-existent flexibility (unless you’re an executive that has good relationships): Very very strict in office policy because many of the senior employees don’t like working from home and feel this should apply to everyone, a very “If I don’t see you in person doing work how can I possibly justify you being of value?” attitude- and I know, it’s not every companies motive to offer flexible work and you can go on Indeed and find plenty of flexible roles- but what’s insulting is sending out emails pressuring workers to be in the office, running badge-in/ out reports, and using passive aggressive office politics to guilt people into the office WHEN THERE ARE ENTIRE GROUPS OF EXECUTIVES & UPPER MANAGEMENT WHOM THIS RULE DOES NOT APPLY TO. Be honest guys, come on, and most of all be fair. • High turn-over rate: Over the past 3 years there wasn’t really any point in getting close to anyone professionally or personally as they would end up leaving a few months later anyways. I made a strong professional connection with an Admin, they were there for 6 months. Their reason for leaving? HR was pressuring them about how much time they spent socializing with employees including IT and threatened to fire them despite providing stellar support to their team. Didn’t realize the firm was run like a High School. Wasn’t one of the core values of the return to office policy to promote cross team communication and relationship building? Guess only if it fits the Brookfield narrative. • Horrendous handling of the COVID-19 pandemic: A tone-dead return to office policy was only the beginning. Office-wide, employees would come in despite showing symptoms and only be sent home if necessary. IT and Office Services were notably expected back onsite full-time in June 2020 despite a very successful remote support model. Support teams were exposed to numerous positive cases by employees and given very little notification of such exposures over 2 years, constantly exposing their families. A hybrid schedule was turned down several times despite other offices in other countries taking their employees concerns more seriously and providing remote work options liberally. If the companies medical facility didn’t approve it, employees were only allowed remote if we went to an actual medical facility like CityMD and notified that we were exposed/ symptomatic. Also, many users were remote and despite IT successfully assisting them using remote software… they were required to commute to the office 5 days a week because Brookfield needed to reach a company head count to prove to our investors that it’s OK to be in the office. The entire NYC IT team ended up exposed during peak cases in Jan 2022 weeks after other teams went remote/ hybrid and management were still twiddling their thumbs around the idea. Oh- and they expected the team back as soon as possible too, if you used another testing facility other than the company provided rapid tests it was frowned upon. • Unless you’re making the company substantial revenue, are directly involved on an asset management focused team, don’t conflict with Bruce Flatts ideals, are willing to sacrifice your personal life for the firm, and are okay with little growth- you’re replaceable. They don’t have to say it but they show it through a toxic culture and lazy management style.