If You Are Considering Working Here... - Anonymous employee Sisley Employee Review

Also deeply saddened to leave behind the most amazing and skilled team, were it not for a particular manager who has been nothing but unhelpful in supporting their colleagues in the pursuit for their and the company’s success. This includes insights from multiple staff in an attempt to form an unbiased evaluation. Some examples include: - Racist and sexist remarks: said manager has mentioned on multiple occasions about how they prefer not to hire males (finds them difficult to work with), as well as gays (finds them uncomfortable). I suppose the female population still makes up a larger ratio of hires. However, it is also up for debate whether this is the company’s decision or a personal preference, as they have mentioned in passing that this is what the management had decided, although subsequent examples in this review might prove otherwise. Will also leave the racism to one’s imagination - this is a globally recognised brand which promotes inclusion across all products, and thinking that a certain race is far more superior than another is just horribly wrong. - High turnover rates, including from members in the overseas offices which the team has to work closely with daily; as everyone simply is unable to communicate or work with said person. I don’t think it is difficult to understand that each individual has their own set of strengths which should, and can, be honed. - When unsure about how to proceed with certain business and operational plans, prefers to hem and haw and even ignoring team suggestions, wasting everyone’s time instead of handing the work over to someone who has more expertise in the matter. There is often only one way of doing things, which is their way. If you enjoy micromanagement, this job is for you! Said person takes credit for team submissions and achievements only when things go well, and pushes the blame when things go south. - Having a competitive streak is understandable at times, however this had led to personal attacks which are often done during one of the (multiple) meetings in the private meeting room where the Director has so graciously allowed the team to use. There seems to be a strong preference for downplaying subordinate’s performances in front of the entire team for whatever personal grudges, or just for the pure satisfaction from the ‘power’ they hold in their role which they have found outright joy abusing in many an occasion. - Often uses the Directors’ names to sway judgement within the team. Lines are extremely blurred as said manager does not allow subordinates to communicate directly with the Directors AT ALL, insisting that all decisions have to be vetted through them. While other departments have an open and direct line of communication with the Directors whenever required, one particular department has been cut off entirely. This manager often tells the team that the Directors have decided on certain business and operational plans which are 'beneficial to the company' and for optimal team success, and upcoming confirmation with higher ups, have mentioned having no clue about enforcing certain decisions or has denied them ever being made. There has also been an occasion where said manager has mentioned that the Directors should follow in the example of Elon Musk and fire those who are not of use to the company. It is also disappointing to share that the team has also been led to believe those holding a junior role are not entitled to speak with or have any form of direct communication with the Directors. Motivational or manipulative - up to you to decide! - Always seems to have a negative remark about every other manager and colleague in the office (who are all really wonderful people!) and finds great joy in sharing any and all gossip on them. The personal grudges held against these other colleagues are often shared with subordinates during team meetings, which is not appreciated. FRANKLY, no one cares because everyone gets along just fine with one another. - Mentions about past hires throughout the years are often accompanied by rude, sarcastic and snide remarks by said manager. All past hires have been positively remembered by those within the company, but often reduced to a useless, unskilled, hated individual because of the new role they have taken up elsewhere, or simply because they have left. Your on-boarding - or resignation - immediately guarantees you a spot in said manager’s “Hall of Hate”, where they will attempt to criticise you and your achievements to all who will listen (unfortunately , most likely to your successor or predecessor). The vicious cycle repeats. - Being insensitive to subordinates’ personal family emergencies, including how it is “normal” for family members to pass away or get a stroke, since “people die all the time anyway” and they consider it any excuse if one is not able to bounce back from it and return to work immediately. All members of the team have at some point experienced such a loss in their families, with similar treatment from said manager. - When a colleague got stalked by a temporary staff, being her direct manager, told her that “it was normal”, since “some males are just awkward with females” and that she should "try speaking with him more often instead” so that he can know her better. This was only brought up to management months later upon more female colleagues coming forward to discuss it, following months of discomfort. So who exactly is the 'bad guy' here: the stalker or the manager? Discuss. (20 marks) - Jumping to conclusions and even bringing up false accusations directly to HR. The fact that a manager is unable to communicate and mediate workplace scenarios definitely makes things uncomfortable for the team. The team is often caught in a middle of an emotional outburst since said manager is unable to self-regulate their emotions and communicate professionally. I suppose if you also enjoy being told off for something so simple as using a wrong (by their standards) shade of dark green in your draft PowerPoint slides, I’m sure you’ll be set up for success here! This is also the same person who has scolded subordinates for getting back from lunch 2 minutes late, but has also been known to tell previous subordinates that it is perfectly alright to start work at a later time or going for extended lunches during work-from-home days because the bosses aren’t around. The jobs offered are often a great learning opportunity, at the expense of a difficult management and leadership, with little-to-no promotion due to the flat structure and high turnover rates. Those who are considering any roles within the company should reflect upon their needs at the point of application.