A Cult of Yes-Men (and Women) - Anonymous employee Fishers Technology (ID) Employee Review

Where to start? Despite encouraging “healthy conflict,” politicking and scheming run rampant. Promotions are made based on how much of a yes-person you are, and feedback is not taken seriously when it doesn’t align with what management wants for themselves. The few managers who actually care about the employees and the clients (and not just the pocketbooks of themselves and the company) have no power to enact any positive change. Management makes promises they won't keep. I watched Fisher's Technology acquire another, very successful IT support company in one of their markets, only to drive out several of that company's employees over the course of the following year. I watched management and HR both drag their feet on accommodating an employee’s disability. Sure, the “requirements” for the accommodation were thinly veiled behind a need for paperwork, but that accommodation had been in place for an entire year before this paperwork was suddenly requested. Further, the accommodation was in place when that employee was initially onboarded with the company and HR said nothing about it during that time. HR didn’t clear up the matter directly with the employee, but instead colluded with the manager at the employee’s local office to make accommodation difficult. The employee asked for clarification about the need for the aforementioned paperwork, HR simply neglected to respond the employee’s questions at all. When the employee attempted to work remote to accommodate their own disability, their supervisor made it clear they wanted to be made aware of every instance of remote work. (This employee had worked remote many times before with no issue, mind you. The only time it became a problem was in a direct attempt to accommodate their disability with exactly the accommodation that HR was making difficult.) This instance of maltreatment was the last straw in a series of toxic and hostile actions by management which caused the employee to resign their position. The only reason I didn’t make a formal report of this maltreatment directly to the Equal Employment Opportunity Commission is that the former employee asked me not to do so. I watched an employee get "laid off" after they refused to take over work by the PM who left the company due to the hostile work environment. You see, that PM had briefly trained the laid-off employee on Project Management. When the trainee was told they would not become a PM themself, they stopped training. So, when the actual PM departed and upper management tried to pressure that employee into taking over some of their responsibilities, that employee declined on the grounds that they were not trained. They were "laid off" two weeks later because Fisher's Technology decided that the person's role was no longer necessary at their local office. Fisher's then told those left at the office that they had a plan for that person's responsibilities, only to dump those responsibilities on one of the few decent managers in the company whose plate was already full and who was already severely overworked. Management insists that they’re very discerning about hiring the best, yet when they get the experts they seek, those experts are told to fall in line. Fisher’s will hire experts and then completely disregard their expertise, especially, as I’ve mentioned before, if that expertise conflicts with their own vision for the company. And speaking of the company vision, you’d better be ready to buy into it, completely and mindlessly. I didn’t want to believe the reviews that accused Fisher’s of cult-like behavior, but now that I’ve seen it, I understand what those individuals meant. If you do happen to become dissatisfied for one reason or another, do not show it. Management expects happy employees at all times, even when the company’s own decisions run counter to that. (For example, you should be happy to see your coworkers being abused, as in the accommodation example above.) Show frustration or dissatisfaction, and management will “check in” on you to determine if you can be redirected back to their vaguely cult-like mindset. I could go on, but I've written enough of a novel already. Do not work for this company if you have a moral compass. Do not work for this company if you intend to bring meaningful feedback to your team or if you want to make positive change for the company. Do not work for this company if you are not a yes-person who will agree to everything requested of you without a modicum of critical thinking. Do not work for this company if you want to see your team treated with dignity and respect by the people who manage them.