ICF - Good place to work, better work/life balance would make it better. | Glassdoor

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There are newer employer reviews for ICF

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"Good place to work, better work/life balance would make it better."

StarStarStarStarStar
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Senior Associate in Durham, NC
Current Employee - Senior Associate in Durham, NC
Recommends
Positive Outlook
No opinion of CEO

I have been working at ICF full-time (More than a year)

Pros

Great people, challenging projects, some opportunities to grow.

Cons

Bad work/life balance, federal government contracts are difficult, clique-ish behavior of many staff makes it feel like Survivor from time to time.

Advice to Management

Maintain better communication with mid-level and junior staff. Show your employees you appreciate their extra hard work.

Other Employee Reviews for ICF

  1. Helpful (1)

    "If you accept the realities with open eyes, it may work out"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Neutral Outlook
    Approves of CEO

    I worked at ICF full-time (More than 5 years)

    Pros

    Growth opportunities for mid-level staff. Well-intention management for the most part. Still forming as an organization, so constant change creates continual new needs. Internal training had developed significantly in recent past. Benefits are comprehensive and level of employee contributions to premiums are below average for similar companies. Satisfaction and opportunity are really dependent upon what group or division you work in. Some are excellent, others are very political and backwards.

    Cons

    Executive management is a mixed bag. Some are excellent and principled. Others are bureaucrats at best. Many are brought in because they are friends of other executives although they have no relevant expertise, experience or skills to add value to the role or part of the organization they are brought into. This creates ongoing trust issues and skepticism of management that seem to protect their own rather than those who are contributing and moving the organization in the right direction. There is a large sense of frustration on the part of those trying to manage these folks upward or others attempt to manage around them.

    The company also seems to struggle with its identity, putting the "warm and fuzzy" do-gooder image externally to brand themselves, but really being willing to pursue any dollar of revenue and profit desperately to maintain numbers for the market. It makes the company so reactionary and a yo-yo to work within where good staff are constantly vulnerable, nobody knows what the next quarter will have in store, and constantly dependent upon the next "big win" to survive.

    Open dialogue is "encouraged", but later punished if the message being delivered is not what is desired.

    There seems to be many upper management who have never had to lead during difficult times, not have a similar role in the past, or not haven managed anything of the scale or complexity that they have responsibility for, so they are constantly in a mode of trying to figure it out, creating much inefficiency and frustration by employees and clients along the way.

    Also although there is a fairly "play nice" attitude between the different parts of the company, rarely do they effectively coordinate or work together. It seemly like certain parts of the organization that step over themselves constantly and do not have a single coordinated strategy or may to work together effectively.

    Advice to Management

    (1) Look at your current senior leadership (VPs & SVPs) for top-heaviness and get rid of your pretenders and toxic leaders that are killing your culture and the motivation of those around them. Ask yourself is there a more appropriate person internally or externally that could really move the company forward. (2) Figure out who you are as a company and invest strategically in your people and resource and stop meandering lost and stabbing randomly by making new acquisitions in hope that they will be the antidote to your inability to grow otherwise. (3) Don't just say the right thing, do the right thing. Employees see right through the hypocritical actions. (4) Be genuine as leaders and focus on doing what is need to grow the company the right way rather that trying to protect your own jobs, compensation, bonuses, friends.

    Ultimately put the company first above your own interests, by putting your employees and clients first. You will get more support at all levels of the employees from the bottom up and their will be belief and trust generated once again for the company leadership and their ability to move this company to the next level that is currently lacking.


  2. "Quality Delivery Folks, Weak Operational Support"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    They pay very well, hire smart folks, and do interesting work.

    Cons

    Internal operational support, especially from accounting and IT seems to be stuck in the 70s.

There are newer employer reviews for ICF
There are newer employer reviews for ICF

See Most Recent

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