Failures at every level - Marketing Infocast Employee Review

Management is very quick to point the finger. They see a problem and they place blame and get upset before even listening to the causes of the problem. Of course, some managers are more reasonable, but there are few. Top Management gives off a vibe that there is nothing you can do that will ever be enough. It's a motivation killer and major cause of discontent. The amount of turnover is a reflection of it. - You almost never get praised when you do well. It's more like, "You were not ambitious enough in your goals." Or "Since you did your best ever this year, I expect you to do 3 or 4 times better next year." You rarely ever hear a simple, "Hey, you did a great job. I appreciate your efforts on this. Keep it up." Then, when your performances are below expectations...meetings and pep talks are a bit less savory The treatment of the employees in the marketing/research department by all levels of personnel can be absolutely appalling at times. They are sometimes the brunt of unnecessary blame and unfair treatment. I have seen managers treat employees unprofessionally and berate them for all to see on occasion. The marketing/researcg department is not a group of second class employees. They should be treated with more respect, given better compensation, and be given opportunities to obtain training for higher positions. They have an extremely important job and no one seems to realize it or care. The company is extremely frugal when it comes to certain things. No risk and little investment. It can be tough to work with in this company. Top Management likes to play the short game, not the long game. Micro Management: Example, I would think that a high level, senior employee would have more important things to do than yell at entry level employees for the way they pack boxes, adjust blinds to the proper angle, and be concerned with the personal choices of others. Infocast has a particular way of doing things. It takes time to learn and many mistakes will be made. If after 3 months, they do not cut the mustard or show improvement in their performance, cut them loose. That's what the probation period is for. However, they should at least get a fair chance during this period as long as they try and have a decent attitude. Sometimes, new employees are "thrown under the bus" very early on unfortunately. -There is a lot left to be desired in the HR department. It's a big problem and run inefficiently. New Employees are moved around to other teams frequently when managers express their unsatisfaction with them. If their discontent is valid For professional/performance/attitude reasons, get rid of them. Don't push that burden on other depts. Since the company has no issue in offloading employees that have dedicated the better part of their lives to being loyal and serving the company well, why is it so painful and to get rid of someone relatively new to the job that is not meeting performance standards?