Poorly Run London Office - Recensione dipendente - Project Engineer presso NDY

1,0
1 feb 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Colleagues are friendly and sociable. Very nice offices. Some high profile clients. Good company benefits, insurance etc

Svantaggi

Very high stress and workload for all staff. Expect to routinely work 12 hour days and weekends. This isn’t normal for the industry, and NDY are struggling to recruit and maintain staff levels because of this, which is in turn making the issue worse. Tetra tech drive for profit has resulted in a poor work life balance and distrust among employees. Colleagues struggle to collaborate effectively as all are too rushed and busy, with unattainable deadlines being agreed too. The very young workforce is a red flag - staff are leaving as soon as they can for better conditions elsewhere. The transition to flexible working has not been managed well, with poor communication. The environment in the London office is not what it once was. Clients are unhappy with the quality and delivery of projects, and staff are unhappy with the working conditions.

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3,0
22 mag 2018
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Work goes by slow bc everything is done by hand but friendly environment!

Svantaggi

Did not have a set schedule

2,0
26 lug 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There have certainly been good moments here, and I’ve had the privilege of working with some truly great colleagues.

Svantaggi

Very little investment (actually none) is made in the London team when it comes to development and support. Even basic CPD requests were a struggle, yet the company seems willing to spend big to fly people in from NZ or AUS for temporary help when things go wrong. It’s hard not to feel like the local team is overlooked. There’s a strong sense that keeping clients happy comes above all else, even if that leads to burnout. When complaints come in from clients, the default response is often to point fingers rather than ask the team what actually happened. It feels like there’s more interest in assigning blame than in understanding and fixing the real issues, which only adds more pressure to an already stretched team.

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