Icon Identity Solutions
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Icon Identity Solutions full-time (more than 3 years)Pros
It is challenging and you will never be bored. You get on the job training, not from the company, but from sub contractors. If you take the initiative yourself, you can really learn a lot about the industry as there is a ton of experience there from a manufacturing stand point.Cons
Well to start this is supposed to be a project management company, or that is what they sell to the customers, yet they don't have a platform to even do so. So what they really are is a sign company, and nothing more. Project management is more like disaster control. They put so much work on you that you can only handle the fires going on at one time, same day. It does not allow for proper project management unless you work extremely long hours. Their is no real reward for working the extra hours, other than for your own personal satisfaction of knowing you are doing all you can for the customers. However once you begin to work the extra hours and they notice it, they will expect you to continue to do it. So to say this is a challenging place to work is an understatement.
Training - essentially consisted of me demanding to go to job sites (because no one had the time in the office to properly train anyone or they didn't have the money to send you to the job sites), and if you didn't demand it, then you would never really get any training. To be a successful project manager and to speak to customers everyday (especially customers who have a basic knowledge of construction) you have to know what you are talking about. To stick a project manger with a ton of sites, with little to no field training ends up costing this company more money than they even know for two reasons.
A) The Project managers can't have a conversation with a sub contractor and speak confidently and not give away more money to the contractor. Plus they don't know how to properly bid a job to a contractor. You have to know what to look for in advance to properly manage the costs/jobs, and to get all of your costs covered by the customers.
B) They can't feel confident going back and explaining a situation to the customer and identifying areas where the custmomer should in fact pay more. Most of the times this is done at a loss or a break even as the PM's are afraid to sound incompetant to the customers.
Compensation - Now I have read all the reviews by disgruntled employees complaining about raises/bonuses etc. First off, the starting salary is what it is. If you have a problem with that, don't accept the job. You will work long hours, and to get compensated more you do have to go above and beyond to show you actually deserve to be compensated more. Just showing up and doing a good job, in your opinion, does not mean you are entitled to anything more. That is you just doing your job. Now on the other side it is the companies responsiblity to reward people who actually do put forth the effort, and actually work with employees on their career path. This is major short coming for the company. Most of the time they are so concerned with just keeping employees, that they don't invest much in their employees due to the constant turn over. Which goes back to the old saying "What if we invest in people and they leave? Well what if we don't invest and they stay?" They have a tendency to keep employees who shouldn't be there, and they let the good ones leave for other positions. Now I put in the extra hours, and I was rewarded by the company. But it was not handed to me, and I did have to threaten to leave a few times, but if you demonstrate your value to the company, they will try and reward you for it. Bonuses? Well the company should not even offer them or make mention of them (not all employers even offer them these days) as they don't follow through on them. So instead of looking like you are selling potential employees on this bonus potential, just elminate the conversation all together. I saw many different plans laid out, yet never got anything no matter if you actually met all of the goals set out for yourself and team. The raises were 2% across the board regardless of performance. So don't expect any more than that, just deal with the situation knowing this before you accept the position.
Work Life Balance - Well I was single when i worked at Icon, so the extra hours (sometimes 55 hours a week) didn't really bother me too much. But I don't know how a person with a family is supposed to work these types of hours on the base salaries provided. So since family employees just can't afford to work there, you are basically left with college grads with no job training or very little training. Now to get up to speed properly in this industry, you need a lot of training for this job, and if you don't have any project management background, you will be lost working here. So if you don't work the extra long hours to properly educate yourself/train yourself, you virtually have no way to ever get ahead here. Plus you get labeled pretty quickly at this place, so if you don't show a basic knowledge or understanding of the industry in the first few weeks, you will get passed over consistently when it comes to any promotions/raises/bonuses. So just be prepared if you aren't prepared to work a lot of hours at a low base pay to get an understanding of an industry, then this is not an opportunity for you. However, if you are able to stick it out for a year or two, you will have a good understanding of an industry and getting it at an entry level is not something that is available for new grads. Just be prepared to put in the hours and probably live with Mom and Dad for a while.
Interoffice Politics - Now there is more gossip running through this place than the National Enquirer. Very little to none of it is true. However, if you get on the bad side of a few select employees, be prepared to be stagnant the entire time you work there, and no matter what you do, you will get "black listed". Since some of the key players at the company are investors in the company, they are untouchable. It is pretty evident who they are as well, as they can essentially pass the buck on every mistake they are responsible for or their department is responsible for ultimately. For example if a shipment goes out incomplete, money gets applied incorrectly, job margins are low or anything where there is a department head responsible for these items, it gets passed down to the low man on the pole to handle it. Also, that low man on the pole gets blamed for it. When we would have meetings with the investors liason, the department heads would rarely even show up to defend themselves. Since they weren't there or on the phone, they always seemed to get a free pass. Maybe they were held accountable, but from a "perception is reality standpoint" they never seemed to be even remotely held accountable. Or they would say they would look into something and get back to you why something was the way it was, but very rarely would you get an answer, let alone a definative answer. If you happen to ask a question or make a statement to one of these "select" employees in a meeting, be prepared to be looked down upon for an extended amount of time. You must play the work politics game here more than other places. Let me Repeat that YOU MUST PLAY WORK POLITICS AT THIS COMPANY! No exception.
Also, any employee who rates a company on this site as 5 stars is not an actual employee of the company.Advice to ManagementAdvice
Take the necessary steps to properly train employees, and don't just dump them on an existing employee and expect the existing employee to train them while trying to keep up with the mountain of work they already have on their plate. Develop a training plan for employees and take the time to actually develop employees as well. STICK TO THE PLAN TOO. If an employee doesn't feel the employer is invested in them, what motive do they have to go above and beyond for the company? It just turns into a paycheck. The increase in moral would be a big boost if you actually spent money the right way. The travel done by the senior level employees does not go unnoticed by employees. When the employee can't go and get on site training but a senior level manager can go out and see a plant/office/person for no specific project/reason that they have already seen many times, it does say a lot how money is being spent improperly.Doesn't RecommendNegative OutlookDisapproves of CEO