Harland Clarke – “Talented group of people who are customer focused and endeavor to work collaboratively.”

Pros

Prior to acquisition, culture was more employee/people oriented.

Cons

After acquisition, culture is more process oriented. Cronyism still exists. Only a select few are groomed and mentored for management positions. Many positions have no defined career path.

Management style appears to support silo mentality which makes it challenging for employees who prefer a collaborative work environment. Major decisions are kept at top management level and communicated at last minute to personnel. Business segments are the last to know and have to scramble to make necessary adjustments to comply with edicts.

Advice to Senior Management

Major decisions affecting workforce seem to be made in a reactive manner without fully considering the effect on those who are left manning the helm and managing the fallout. Deliberate consideration should be made to evaluate how decisions will impact those left to absorb the 'real work'. Employee trust is not engendered when high level, highly paid employees related to the CEO are brought on board just before a major reduction in workforce. Focus on promoting managers who are not solely individual contributors.