Pros
Coffee machine in head office.
Cons
If you’re not liked or hired by upper to senior management your chances of progression are next to none. Things such as “procedural fairness” will be thrown around to prevent willing and able staff from progressing however when the time comes for someone within the inner circle to move up that same “procedural fairness” isn’t granted to others. Friends and Former Coworkers of management are constantly being brought in to fill the gaps that toxic managers have been allowed to create. The staff turnover in the last twelve months within the branch network is hurrendous. Staff have been bullied and selectively pushed out in favour of bringing in known proponents of certain managers and their sly practices. New staff are given next to no support (unless they’re in the inner circle) and thrown into the deep end quite often with no guidance around risk and compliance until it becomes a reason for them to get picked on. Technology available was outdate ten years ago let alone in 2018. The pressures that are put on front line staff with outdated, archaic and consistently broken systems is unbelievable. Customers are seen as simply another problem. Head office staff provide next to no support for front line team members as the organisation is very much about silos without KPIs, goals or objectives in line with a collaborative business. Staff are scared to speak up knowing that the internal whistleblower program isn’t anonymous and certain problematic managers within the business have the people and culture department in their back pockets. It is a well known fact within the organisation how toxic it is however no one feels safe to speak up. Staff are terrified of speaking out against managers who are known bullies as there is nowhere to go that won’t get back to the managers in questions. Job security is always a fear of staff. Those who do speak up get black listed or labelled trouble makers. Management shut down those who speak up or raise genuine questions or concerns. Management have connections with everyone within the HR department so anything that is believed to be private and confidential gets back to management and used in their bullying tactics. Policies and procedures are used sparingly in the way they’re designed. Certain staff and teams will get away with blue murder however those not within the protective circle will see the same actions used to drive them out of the business. Long term members of staff who have progressed through the business see themselves being used and taken advantage of. Their experience rather than being rewarded is abused by not providing them staffing or support needed as “they can do it themselves because they know the roles”. This creates burnout and resentment in staff who should be rewarded for their willingness to contribute. There is very much a “Blame Culture” within the organisation. Rather than solving issues or problems that arise it very quickly turns into a witch hunt where someone’s head must end up on the chopping block. This has created the culture that nobody wishes to call out problems in fear of being next to go themselves. “New Management” tend to have a view of long time staff that they’re simply there to collect a pay cheque and constantly looking at ways to remove people from the business through their bullying tactics. A recent “restructure” simply reaffirmed the bad eggs in control who are now wielding it to rid themselves of anyone not “in the circle” The values and pillars of the organisation are thrown at staff when it suits however upper management do not lead by example nor do they abide by those values and pillars. Collaboration is virtually non existent and integrity is constantly in question. All in all there is so much wrong within the walls of BOQ that the best plan would be to close the doors, clean out the place and start again. Management and the powers that be only care about themselves and their pay cheques. Little do they know they’re riding the organisation into the ground.