Top-heavy, imbalanced organizational structure; lack of leadership and effective performance management
Administrative (Former Employee) – Edmonton, AB – 10 February 2014
A very top-heavy, protectionist organizational culture with myriad, redundant levels of upper management, few of which seem to take an active role in implementing recommendations, changes or suggestions. Upper management/leadership also seem reluctant to become involved with performance management, coaching or helping subordinates develop a clear career path. Divergent views, organizational change and conflicting messages create ambiguity and a culture of fear and uncertainty among low- and mid-level employees. This could be minimized were leadership to take a proactive approach to employee engagement, employee recognition, and internal communications
Great benefits but, depending on the manager, difficult to determine the correct or appropriate paths to professional development. HORRIBLE disability management and support for/accommodation of employee with disabilities/impairments.
Social committee, organizational development day with keynotes
HORRIBLE disability management and support for employees with disabilities/impairments.