Antea Group reviews about "manager"

- Work is not always constant, as it is usually handed down by the project managers and other senior staff. Have to constantly ask to ensure that your timecard is being filled with billable work from clients. Also, there may be times when work is sparse but then overwhelming.

The main issue with Antea Group is the high utilization expectation (at least 90%) with the simultaneous inability of managers to provide consistent work. In my last few months, a new compensation structure was announced that included a 3% annual raise if the employee hit their utilization goal and no raise if they missed the goal. In one instance, a manager used a "good utilization opportunity" to try and guilt newer employees into dropping everything and travelling across the country to fill a last minute field work gap. I very rarely hit my utilization goal despite asking several different managers persistently for work. Tight budgets. Pay is consistently $10k below industry standard, although managers/HR refuse to acknowledge this. I was told condescendingly "not to trust what you read on the internet" when I approached a manager with an informed discussion about compensation. Interestingly, a friend and former employee was told the exact same thing several years ago by a different manager, so the guidance to managers when dealing with raise inquiries is to gaslight the employee into believing that they are paid a fair industry standard wage. Unclear advancement steps/requirements. Feedback (positive or constructive) from managers is hard to come by. Christmas day was removed as a company holiday. There are superficial benefits, such as fitness devices, food, Amazon gift cards, but these amusements wear off pretty quickly. Most employees would much rather have a fair compensation and not have to worry about hitting an unrealistic utilization goal than free lunch every two weeks. Minimal diversity, but I guess that's suburban MN in general. By the way, the "unsolicited raise to offset rising inflation" mentioned in a previous review was retroactively added to the annual performance review so employees were essentially given part of their annual raise a few months early.

Limited opportunities for promotion and salary growth at the junior level. Advancement can be slow, and compensation increases don’t always reflect the level of responsibility or workload taken on over time.

Pay was low, growth opportunities were not followed through on, middle and upper management was hard to work with, C suite lived and worked very comfortably, but lower-waged workers had to fight for $0.50/hr pay increases at review time while our meetings touted how much in profits we were making. I continued to do more work, outgrew my job title, was given more work, was working far outside my contracted hours, had recommendations by project managers, was a requested resource for new projects, trained new hires, and was offered a $1/hr raise at review time, having done this steady and constantly increasing labor for at least a year. Only to bring me up to the wage my colleague who was hired at the same time, same education and experience level, almost exactly same job title (did the exact same work as I), was offered at hiring, two and a half years prior. The CEO is just like any other CEO, regardless of how “on the ground” and approachable he tries to seem: a rich, talking head, with enough knowledge to intimidate you and keep you low on the rungs, but somehow not enough to provide an equitable business model or personally be able to influence your wage increases. Cashiers at the grocery stores down the road made more than those on the team that brought a massive portion of the monthly profits. The difference is Antea required a full bachelors degree for the same pay…