Community Initiatives Reviews

Cons

Small administrative staff requires wearing multiple hats.

Cons

The Finance department is a hot mess. Finance's organization and management are behind in all the improvements being made elsewhere. I was brought on because they said they liked my focus on process improvement and that was something they needed. It was year-end close for them when I came on board, and they were understandably busy. But it's still not that hard to whip up a basic itinerary for the things a new employee needs to know and have a few co-workers go over them. They deeply struggled with that part..... and then decided I wasn't moving fast enough with the cleanup work I had to do on the work that had been done by the person I was replacing. With zero notice, they told me "wasn't a good fit for the role". After less than 2 weeks, and very little guidance or communication.

Cons

As with every place you work, there is always a few sour grapes who make life difficult. You might work with 10 people who are outstanding but then there are 1 or 2 people who are just horrible. This is not unique to CI, this is at every job. Some folks are cool and some folks are jerks.

Cons

Lots of turn over. Not a lot of support from upper management

Cons

Having to go to San Francisco

Cons

Being remote can be difficult. Miss interactions

Cons

Occasional gaps in communication and precision

Cons

Most of the leadership lacks ability to motivate team and create a cohesive team structure. Inability to look within and recognize where the trouble is stemming from. Sweep under the rug mentality. Do not have a culture of listening to the needs of employees. Hires without a strategic focus on needs of organization. Most of the energy of leadership is spent keeping the CEO happy and the board distracted.

Cons

Board: Only cares about the bottom line. Always worried about getting more money in the door and does not understand that you need proper systems and proper staff in place in order to support the money coming in the door. Lack of accountability for their mistakes or proper due diligence in hiring effective Leadership. No awareness or proper follow up for the employee's serious concerns about Leadership and overall morale. Seems as though they don't really care. Leadership (CEO): Completely in over their head. Has no idea how to run an organization, let alone what the business is about. Complete disregard for the employees and sees absolute no value in them. Sees all employees as replaceable, no matter how long their tenure is. No Leadership abilities. Has issues with confrontation. Never prepared for meetings (never reads emails). Turnover: Yes, high volume work. However, employees don't leave because they are unhappy with their work or the clients, they leave because of poor Leadership. 90% of the employees that have left the organization in the last 6 years is because of poor leadership. So much potential to be a great organization, but Leadership and the Board can never be aligned with what the organization and the employees really need.

Cons

CEO has a factory work mentality and expects staff to clock in exactly from 9AM to 5:30PM, while she routinely conducts personal business, goes to the gym for several hours in middle of day, and also leaves the office at 3:30PM. Her schedule and lack of calendar maintenance make it difficult to work with her as she regularly is not present for meetings without informing anyone of her whereabouts. Beware the leader who claims there were so many problems before she got there and that she has fixed everything the former staff did (note that she was the board chair prior to being named CEO). You will eventually be blamed. If you have any self-respect, this will be a difficult work environment for you. No salary – no matter how good it sounds – is worth living in a Dilbert cartoon.