Randa Needs Reform in Top Level Management - Recensione dipendente - Merchandiser presso Randa Accessories

Randa prides itself on acting like they encourage inclusivity and racial equality, but do not have any African American's in top level executive positions or senior-level management positions. My entire time there ( 4 years total) not once did I see an African American President, VP, Director, or manager. In addition to their lack of inclusivity, Randa prides itself on nepotism, and there is no EVP who loves it more than Judy Persons. She has single-handedly created this air of nepotism at Randa, putting her " favorites" or as we would jokingly call them " Judy's children," strategically in positions of top level and senior management, despite them not being the most qualified or most effective at their job. It thus created this ripple effect, where those selected favorites would then promote their favorites, without even looking at the work performance of the employee. PURE NEPOTISM. Productive and effective employees are a reflection of their management team, in addition to the top-level management. Randa is one company that I know that has the worst employee turn-over rate. You wonder why that is? Because it creates this narrative that you must suck up to the right people in order to get promoted, instead of being evaluated based upon your work ethic and skills sets. In addition to that, they work you to the bone and only pay you pennies, so the factor of being underpaid, is another huge factor as to why Randa has a huge employee turn-over rate. They don’t take care of their hardworking employees, and these employees often get burnt out. I can’t stress how many times others got promoted before me, not due to my lack of skills or qualifications, but because I wouldn’t conform to the guidelines that were implicitly known, of sucking up to Judy, or “ getting on Judy’s good side,” in order to be seen and get promoted. I immediately knew I had to get out of that place, because it was not nurturing my professional career, instead it was stifling and suffocating it. A call-out to Jeffrey Spiegel, CEO of Randa, although you may not care about Randa, because it is just a Pindrop in the countless other business you own ( i.e hotel in London), you need to re-evaluate the people you have in your top-level management. Judy Persons is a DISEASE and Randa will continue to befall the same issues it keeps having, until you not only restructure departments as you all love to do, but focus on restructuring top level executives.