Compassion International
3.5 of 5 32 reviews
www.compassion.com Colorado Springs, CO 1000 to 5000 Employees

Compassion International Reviews

Updated Jan 31, 2014

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3.5 32 reviews

                             

50% Approve of the CEO

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Jimmy Mellado

(2 ratings)

67% of employees recommend this company to a friend
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3 people found this helpful  

Proficiency in Marginalizing and Overwhelming Professional Staff in Context of Rapid Growth and World-Changing Mission

Professional Staff (Current Employee)
Colorado Springs, CO

I have been working at Compassion International full-time for more than 10 years

ProsNoble place to work. Really good pool of talent. Great benefits. Great location in Colorado Springs. Great vision for the future. Business casual culture. Does not have the overly "religious" feel of some Christian organizations. The culture allows people the freedom to be real. Pockets of healthy work environments do exist. People genuinely care about the mission.

Good career starting point for someone who has a journeyman mentality and is willing to move through different parts of the organization.

ConsExecutive leadership is strong on strategic vision, but markedly less effective in leading the organization to fulfill that vision. Good ol' boy network is alive and well. They don't like to hear bad news. Dissenters are perceived as whiners or troublemakers.

Mid-level professionals love Compassion's mission but hate the culture of diminishment and mixed messages from different levels of leadership...all of this in the context of a demanding work environment. Mid-level professionals new to Compassion routinely have their prior experience in the corporate world rejected because the they are "new", "not trusted" or "don't speak the language".

One of the markers of a poorly-run organization is overtime. Burn-out and overtime is common-place in some parts of the organization.

Advice to Senior Management"Shame breeds fear", says author/speaker/researcher Brene Brown. That describes much of the corporate culture in three words. There is a culture of fear and intimidation that emanates from certain leaders who marginalize their professional staff unintentionally and sadly in some cases, intentionally.

Your professional staff don't trust the upper echelons of leadership. Author/speaker Patrick Lencioni talks about meetings after meetings as being a marker of distrust. I see these meetings after meetings all of the time. The amount of emotional energy being spent on issues of distrust and disappointment is palpable.

Staff are grinding...dealing with the angst over the how change is being managed and how strategic initiatives are railroading business-as-usual...all while still attempting to maintain double-digit grown...is draining...and often demoralizing to your good staff...because the amount of work is just so overwhelming. Many of your key staff have one foot out the door because they have lost confidence in leadership and, despite their willingness to do so, they can no longer do the job being demanded of them.

My advice to executives: Escape from your ivory tower offices and travel schedules and get out and mingle on the shop floor with the staff and mid-level professionals. Get connected with your staff two levels below you. Do it intentionally. Do it routinely. Manage by wandering around. Use the opportunity to build trust and tune-into the realities of what your professional and line staff are experiencing. Develop trust by re-establishing a presence with your staff in contexts other than just chapel or town-hall public appearances.

You have a chance to turn this around. Do what you espouse: love your people and dignify them with your presence. Get to know them, again...or maybe for the first time. Spend a day in their shoes every once in awhile. Win back their trust and you will unleash a multiplier that will rocket you towards your envisioned future. In the absence of the trust of your staff, your Gallup "Best Workplace" Award is just a bunch of chest-thumping.

No, I would not recommend this company to a friend

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Great mission, ineffective leadership, unhappy employees.

Anonymous Employee (Former Employee)

I worked at Compassion International full-time

ProsThe mission of Compassion is wonderful and fulfilling. God continues to bless the organization and the children it serves.

ConsCompassion has become arrogant. Employees are leaving, or wanting to leave, due to the unhealthy culture created by ineffective leadership. The organization does not seem to notice or care about the exodus of good employees. Compassion has received the Gallup award two years in a row for best places to work, however, one on one conversations with employees reveals a different sentiment. Employees are dissatisfied, confused, fearful, and frustrated.

Advice to Senior ManagementLeadership needs to step down into the working ranks and pay attention to what is happening at the grass roots level. God is blessing the Ministry, but He does not want leadership to stick its head in the sand when it comes to dealing with the unhealthy culture.

No, I would not recommend this company to a friend

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Great mission with faltering leadership

Mid-level Manager (Current Employee)
Colorado Springs, CO

I have been working at Compassion International full-time for more than 10 years

ProsCompassion's work with children in poverty in the developing world is excellent and effective. Their program models and partnerships with the indigenous Christian church in the countries in which they operate provide the foundation for their success.

ConsExecutive and senior leadership aren't seeing the true status of the deterioration taking place among rank and file employees. Lofty goals aren't provided with the infrastructure or proper support necessary to achieve success which is putting incredible stress on those tasked with meeting these goals. Extreme compartmentalization between departments creates confusion and inefficiency among employees. Many long term employees are leaving or actively searching for new opportunities due to ongoing, unaddressed frustrations while others are being terminated without due cause. Several in senior leadership, especially those who have been brought in over the past 5-7 years, exude a sense of arrogance and superiority that has created instability and fear in their direct reports. Those who attempt to bring issues to the attention of other leaders or the executive team soon discover nothing will be done and they are now labeled as trouble makers. Ongoing internal restructures are ineffective as they typically don't address the core issues and serve only as window dressing which has resulted in extremely cumbersome processes that make it impossible to be efficient, effective and nimble.

Advice to Senior ManagementStop relying on Gallup surveys and the word of senior managers regarding the health of the employee base. Spend some significant time with the rank and file employees so you can see first hand how inefficient the processes that have been implemented over the past 6-10 years are bogging down the organization. Take a long, hard look at the current restructure movement and understand that the greatest assets you have are the employees that are sold out to the mission. Technology is only a tool to help people achieve their goals, not a solution that in and of itself will fix the issues that you are facing.

No, I would not recommend this company to a friend

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Great Mission:Lousy Leadership

Manager (Current Employee)
Colorado Springs, CO

I have been working at Compassion International

ProsThe mission of Compassion is noble and good. The International staff are very dedicated. I wish the same could be said for US leaders.

ConsAn addiction to change...organizational amnesia...a lust for the new and different, the "glitz". Leaders who espouse principles and values and then don't exercise them themselves. They have sold this fable to the entire organization.

Advice to Senior ManagementSeek feedback from outside of the executive leadership team. Without it, you come to believe your own stories and you lose honesty.

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