Avoid, or at least don't plan to stay too long... - R&D Nomad Digital Employee Review

Shortsighted leadership, too busy with personality clashes and minutae, rather than the bigger picture. Why worry, for example, about why sales are selling software/firmware that doesn't yet exist and concentrating on getting that software/firmware to exist, when you can bully the lower management because you don't agree with them when they sugggest you should concentrate on... delivering software/firmware. Departments deliberately silo'd, despite upper management protestations that they don't do that and would prefer them not to. Genuine problem with R&D, because anything that "goes wrong" with the product is automatically assumed to be their fault, despite most of the time it being someone in another department fat-fingering something, someone in another department not reading the instructions, or someone in another department simply not doing something they should have. Another example is R&D is never involved with teh bidding process (see above about selling vapourware), leading to unrealistic expectations on the part of the customer who appear to want a unicorns on a stick puking rainbows, and all they're realistically going to get is a pony in a muddy field next to a couple of deflated, coloured, party balloons. Customers are allowed to get (far too) involved with the development of projects, to the point where they are sometimes permitted to dictate how things are done, and with what tools. Normally to the detriment of the project itself. The irregular employer surveys are a joke. Ghastly problems pointed out in such surveys, even when multiple people mention them, are brushed under the carpet, while minor positives are dressed up as exemplars of success by the upper echelons. Numbers are massaged such that while lots of people knew that lots of other people marked the company down on various aspects, the numbers presented didn't match up at all to that knowledge. That is, of course, if/when the results are announced. HR, as the meme goes, are not there to protect the employees, they're there to protect the company. Complaints about management behavour are ignored, or repoted to the manager concerned. Complaints about pay go ignored, or to upper management for them to deflect. Pay is abysmal. Above inflation pay rises non-existent. "Reviews" are a joke - when they happen; the methodology changes from review to review making it impossible to make comparisons between them, nor do they don't happen on a regular basis. Giving a convenient excuse for the company to not award merit based increases. There was even a comment by one (prevoius) ExCo member that "pay isn't decreasing" showing their ignorance of what inflation does to pay that doesn't go up. One-to-ones, while useful between employees and line managers, never, ever, ever, got reviewed by anyone else that should have been reviewing them (higher management, HR) leading to the same problems being raised time after time. Employee benefits: Could do better - Xmas parties - when they happen! - are to venues shared (at the same time) with other companies - Xmas bonuses - again, when they happen - are paid gross, meaning they get income taxed and NI'd to a pittance. - Gift Card programmes - with obscure companies that you've never heard of, or more well known ones that you'd never choose to buy from - Employee Recognition Scheme - "Well done to Jane Smith from accounts for accounting" because everyone in accounts has agreed to vote for her. R&D, except on one occastion, never got a look in (see above about being silo'd) - Pension (salary sacrifice) - while a 4% employer contribution rate over the whole of gross pay is above the legally mandated minimum, the fact that they failed to add in any of the saving they made in employer NI speaks to how little they value total remuneration as a way to keep employees happy.