Poor Management - Recensione dipendente - Production Assembler presso MRV Systems

1. Longevity is very low. Expect to be employed at most 2 years if you’re lucky 3 years. 2. Current Management have no idea of what direction the company is going. They pick favorites and there is very low chances of people getting a promotion that deserve it or learning opportunities as well. If you do well you get very little recognition. 3. Like mentioned before promotions or recognition is very low. The current supervisors are the only people that have been promoted in the last 2 years while everyone else are the ones putting in hard work and know more about the product than they currently do. They are both not qualified to be leaders let alone be supervisors. The production team consists of 5 people and they have two supervisors. One of them sleeps on the job on his hammock or walks around with his noise cancellation headphones ignoring the assemblers. The other is more concerned about when his next break is and pretends to know everything just because he’s older and close to retiring. He also pretends to be a friend and someone that can help but he will not hesitate to turn on you and throw you under the bus. 4. The current Director has been in place for about 9 months and preaches that he wants the assemblers to support management in order to be successful. The downside to that is that management doesn’t reciprocate the same ideology. The director supports management and not assembly. In the last year there was more hirings and promotions for management while under this current director and parted ways with five production assemblers and one management employee all in one month. Prior to his appointment last year production was trending upwards to the point that this company finally got out of the hole it was financially. This is all accomplished because the assembly team was dedicated and put in hours of work and overtime to meet the goals. As soon as he was appointed the demands for product units went up drastically and production would meet them even when they seemed impossible. The team accommodated to his very rigorous demands but yet no support from management or from the director. Employees would bring up valid concerns and the director would sit down and “listen” to them but quickly forgot about it and brushed them off. Another example of management not supporting the assemblers. Most of the complaints that the assemblers had were about the newly appointed supervisor and again didn’t take any of them into consideration. Deemed the complaints as not reasonable and decided to take the word of the two supervisors over the assemblers. Showing more support for management over production. This director also stopped talking to a big portion of the assemblers because the assemblers expressed concerns in which this director deemed as questioning his authority and for not showing respect to management. Again everything was focused on management and cared very little about the assemblers.