Terrible place to work - Recensione dipendente - Dipendente anonimo presso ICAEW

1,0
12 ago 2018
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Above average salary Learning & training opportunities Nice offices

Svantaggi

Genuinely sub-par management. Extremely political organisation - new projects are initiated on the whims of senior staff members, usually without any business case to support it. Absolutely NO support from management whatsoever. Managers will happily throw direct reports under the bus for their own mistakes. Zero opportunities for career progression. Many employees are semi-competent at best, but stay on at ICAEW as it is extremely easy to do next to nothing - as is the norm in these types of organisations talented individuals will leave sooner rather than later, while the worst employees stay forever. Bullying senior staff members. Extremely process-driven environment, with no thought given to results.

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Risposta di ICAEW
7y
We’re very sorry you feel this way. At ICAEW we are committed to attracting, recruiting and retaining skilled and motivated employees and fostering a working environment where people of all backgrounds and experience can reach their full potential. Furthermore our cultural ways of working, collaboration, innovation and agility apply to all employees at all levels. Why not talk in confidence to the HR Director regarding the serious issues raised so that we can explore these with you.

Esplora altre recensioni su ICAEW

4,0
11 nov 2021
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There’s lots of support and opportunity to grow

Svantaggi

Hard balancing job along degree but the team are understanding

2,0
31 gen 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Friendly staff, and reasonable accommodation re working from home

Svantaggi

I was told my job was at risk of redundancy due to a restructure and left prior to being made redundant. While I understand the strategic rationale, the way the process was handled highlighted broader issues with leadership communication and organisational culture. Senior leadership often appeared distant from day-to-day realities. During the restructure, messaging from the top was tin-eared, with limited acknowledgement of the uncertainty and impact on staff. The organisation pursues too many public affairs and communications objectives, which made it difficult to sustain focus long enough to deliver meaningful impact. Both internally and externally, there was a lack of clarity around core priorities and positions on fundamental policy issues. Opportunities for junior and mid-level staff to influence strategy or propose meaningful change felt limited. By the time I left, morale had declined significantly following the restructure.

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