Up or out mentality, questionable values, unrealistic margin expectations, insufficient resources, - Recensione dipendente - Project Director presso TSA Management

Redundancies happening over the two month has only added to the fear culture that is come to be standard at TSA. Projects have been left short of resources causing extra stress and pressure on those left. Project teams are feeling that they are not set up for success. Senior project staff are distant and not involved or hands on enough but are booking time to the projects to boast their utilisation when they are spending no time on the project or what they are doing isn’t helping the team, this is then impacting margins on the project which are alright right. The hours are ridiculous for the working teams. There is no encouragement of truth in timesheets, mine were often rejected when real hours are entered but who is checking the senior staff. There is little opportunity for progression with development. The L&D team does have a program but it is self service but no time is allocated to undertake the training so if you do the training you know you are working additional hours as utilisation can not be dropped. The promotion process is too lengthy and cumbersome. If management valued staff then this process should be more about the company recognition of staff performance than staff begging for promotions. Some are awarded promotions without the correct remuneration, whilst others are instantly promoted due to a threat of resignation. People that threaten resignation, don’t have to do the same process of those doing a promotion via the system. Don’t really think that most of the leads care about staff, it seems to be about increasing their profits and some people are just treated dreadfully in the process. The leadership cannot be trusted when they make promises in relation to the career paths of their people. There is a culture of dangling a false carrot in front of people’s heads to keep them around. Certain members at the leadership level do not act accordingly. They do not pull up the poor behaviour of others. It should not be ok to tell staff we know about problems but not fix them. They have clear favourites’ in terms of work allocation and promotions. The recent rebrand can only be described as an epic failure. It is time take of the rose coloured glasses and see now that the marketing group are the most incompetent group, the performance and behaviour of the whole team should be reviewed and action needs to be taken before further brand damage is done due to the poor new brand launch. IT - devices supplied are not the best but the help system for the average TSA person is appalling. Several emails only to find out the external company can not help and the internal IT people need to help only to find that they are too busy. The pay is abominable, unbelievably lower than other organisations in the market! The actual business is managed so poorly, there is so much potential but unfortunately the culture is toxic All systems are outdated, which hinders work performances I would NEVER go back and there are certain people there who I will actively avoid. My confidence is destroyed by working at TSA. I was shattered to find out during my exit process that the concerns raised were all known issues. It should not take staff to leave to then maybe consider actioning the known issues. Many valuable staff are leaving due to the incompetency of the whole P&C team and leadership team.