Employee Review

  1. 1.0
    Current Employee

    I'm sad it's come to this

    Mar 4, 2016 - Anonymous Employee in Arlington, VA
    Recommend
    CEO Approval
    Business Outlook

    Pros

    The work of IJM is compelling and the spiritual disciplines are truly unique. Due to the Christian community, it is easy to build genuine friendships here with your colleagues. The organisation has great supporters that are enthusiastic about our work, which is encouraging. Staff work weeks are generally very flexible when it comes to flexing hours and/or working from home some days. Personal milestones are generally well celebrated here. Lastly, there are some great benefits I’ve enjoyed, especially for young single professionals (cheap but awesome healthcare, excellent PTO, and automatic contributions from IJM to your 403(b) regardless of whether or not you contribute yourself).

    Cons

    Below are two areas where I see IJM struggling the most. However, in addition to these two areas I have found while working here: time and resources being pointlessly wasted through inadequate IT support (lack of staff and unreliable hardware) and thoughtless decisions/processes/exercises (hiring, staff transitions, strategic planning, all staff meetings); inability of leadership to foster collaboration amongst departments; and increasing boasting/pride of what IJM did/does and lack of including God in the story. Change Management IJM is growing rapidly and as a result is experiencing a lot of change. Change is not a bad or undesired thing as it means more money is being raised each year, but management has shown in multiple ways that it does not know how to manage change well and/or does not have the desire to invest time in managing it well (this is evident in going through multiple re-orgs where staff have debriefed concerns and the next re-org is done just as carelessly). This has led to the poor treatment of several of my colleagues, who found overnight through inappropriate means and without their consultation, their teams, objectives, or work for the past few years being completely dismantled and devalued with no consideration how to appropriately retire/phase-out their programs and transition their external relationships well. The Executive and Divisional Vice President Offices do not communicate consistently and rarely share (much less follow through on) an actual plan. This works out in their favour though, as they can hide and there is no way to hold them accountable. Additionally, change has caused fatigue at IJM because the rampant change is due to leadership not knowing how to move IJM towards its vision. Practically, this means more “strategies and tactics” being added causing other tactics to be half/poorly done, annual changes in organisational paradigm shifts, and simple renaming of programs and departments to make it appear that we are making progress. Valuing Employees Over the past year with the recent leadership changes a “no questions, get on board, or get out” mentality has taken hold. There are definitely pockets at IJM where people are being mentored and cared for by their managers or colleagues. However, in the larger IJM culture, it has been made clear that the mission is more important than the people that work to achieve it. People who speak up and challenge the status quo to improve IJM are labeled as “toxic” or “road blocks” and are demoted, pushed out, or fired (multiple colleagues come to mind this past year that fit into these three categories). This is confusing because leadership publicly states they want to engage in healthy conflict, but when the opportunity presents itself they either manipulate staff into thinking they are wrong for challenging the system or silence the person by removing them. Unfortunately, HR is not able to or does not help much in this area of valuing employees either. The Employee Satisfaction Survey for three years has highlighted similar issues, yet nothing was done until outside consultants reported on the same issues for leadership to take action. Little oversight is given by HR in staff transitions and re-orgs. I have also yet to find HR be proactive in checking in on staff to see how large organisation changes are going even though they are wanting to foster an environment of feedback. Many staff have found HR to be powerless against reigning in the actions of poor leaders. Summary As a result of all this, a notable number of long-time staff have left this past year, and it is killing organisational morale. And to clarify, those employees have not necessarily left because they were treated poorly or could not handle the change, they left because they have flagged the poor treatment through proper channels and management never seems to act or be held accountable for their actions. I can no longer support the organization financially.

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  1. 5.0
    Former Employee, more than 1 year

    Amazing mission

    Jun 8, 2021 - Country Director 
    Recommend
    CEO Approval
    Business Outlook

    Pros

    IJM boldly steps into the ring to fight for justice for the world's most vulnerable.

    Cons

    I was there in a time of org-wide change, which was hard, but I believe all changes are moving toward a stronger more effective future.

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  2. 5.0
    Current Employee, more than 1 year

    Great, community oriented culture

    Jun 3, 2021 - Office Operations Coordinator in Arlington, VA
    Recommend
    CEO Approval
    Business Outlook

    Pros

    - great community - great benefits - flexibility in job description and responsibilities - managers really want everyone to enjoy their job and are very flexible with personal commitments

    Cons

    - can feel difficult to move around in the organization - need improvement in their change management - base salary is not a livable wage for the area it is in

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