Pros
- The health insurance benefits are excellent. - Working from home provides great flexibility and work-life balance.
Cons
- Significant changes over the past two years have negatively impacted this role and team. At one point, more than half the team left within six months due to job dissatisfaction. - Morale has steadily declined, and employee retention appears to be driven more by the lack of internal career growth opportunities rather than job satisfaction. - The role has shifted from a Tier 2 support position to more of a frontline role, yet the complexity of the work remains at a Tier 2 level. This has increased workload and pressure without appropriate adjustments in resources or expectations. - There is a pervasive culture of micromanagement, making it difficult to work autonomously or feel trusted in decision-making. - Higher-level management appears disconnected from the realities of this role. Their decisions suggest a lack of understanding of ERP Integration Support responsibilities, leading to changes that negatively affect both efficiency and job satisfaction. - Burnout is a widespread issue, yet when employees express their struggles, the only solution offered is a handful of free therapy sessions through Modern Health. While mental health resources are valuable, they do not address the root problem: an unsustainable workload and a company culture that prioritizes performance metrics over employee well-being. If nearly everyone is reporting burnout, the issue isn’t how employees manage stress—it’s the way the company is operating. - Procore has a terrible track record when it comes to implementing changes effectively. Over the past two years, I have not seen a single product or process change that was executed smoothly. Leadership consistently fails to anticipate challenges or proactively plan for potential obstacles. Instead, changes are rolled out in a reactive, "throw it at the wall and see what sticks" manner, more reminiscent of a startup than a mature company. Given the number of experienced leaders in place, there should be better foresight, planning, and accountability for major changes. - Constructive feedback from employees is often dismissed, and in some cases, those who voice concerns are met with punitive measures, such as Performance Improvement Plans (PIPs), limiting their ability to transition into other roles within the company. - Immediate managers are generally supportive and understanding, but they have limited ability to advocate for their teams due to upper management’s resistance to feedback and unwillingness to adjust course.