Epic Games Employee Reviews about "upper management"

Cons

High turnaround rate even when it came to upper management Constant shifts in project direction from art to programming

Cons

Epic Games is the sort of company that looks great if you listen to upper management - they are proponents of rewarding employees and offering good benefits - but underneath it's a meat grinder that enables bullying and abusive behavior. I once worked 30 days straight on crunch and, when I requested time off, I was told it would have to wait because there was too much work to do. The same manager once yelled in my face - the only time I've felt physically threatened in a professional environment. This same manage was allowed to consistently bully me even after I asked HR to intervene. There are a lot of great people who work at Epic, but unfortunately there's an unchecked culture of bullying and exploitation which can make working there a traumatizing experience. I'm not being hyperbolic when I say I have sleight PTSD from working there.

Cons

- upper management tends to change their minds on deliverables, causing regular last minute projects almost every week - while not obvious, you can feel some politics are in play with upper management and one day someone is simply gone with no explanation - putting this one in cons, but I was ok about this: hours. If you're just looking for a 'clock in at 8, leave at 5' job, this company isn't for you. Everyone's passionate about what they do here, but it also means putting in however many hours to get a job done, sometimes hitting 60 hours a week in certain departments. For those with families, this can be harsh.

Cons

Upper management unwilling to explore a 4 day work week despite resounding employee support.

Cons

The lack of a solid HR department results in a decent amount of sabotage and immature behavior. Company wide, people commonly get in shouting matches instead of remaining professional - this also includes upper management (except Tim Sweeney, he's constantly both kind and professional). It is very common for good employees to get forced into smaller and smaller job positions and suddenly 'resign' after rubbing someone the wrong way. This happens so often that HR seems to be unaware that it is going on until after it is too late. There are too many upper level employees who make emotional rather than practical decisions. Contractors are commonly treated as disposable, even if entire features are built off of a single individual's work. It can be very difficult for a contractor to be converted to full time, and it is common for them to be severely underpaid when they are converted. It is even more common for contractors to eventually leave after being taken advantage of or led on for months or even years.

Cons

Sometimes its stressful to make games. You might have to do the work of two or three people.

Cons

-Sometimes upper management isn't very receptive of feedback -Communication is tough but getting better -There is a lot of information to take in for new hires, more documentation would help

Cons

Rules for promotion are hidden, up to HR to decide if you get a promotion or not. Slow days happen often, meaning a lot of time trying to find work to do. Crunch occurs rarely, but when it does everyone helps out. A lot of things that should be documented are not and are passed via word of mouth. Communicating with higher up employees is frowned upon.

Cons

While the people are great and wonderful to work with, QA management at this company is absurdly bad. Uneven treatment of employees across the board, and extremely obvious about it. Some people will get immediate responses, feedback, and even direct mentorship for upcoming roles by senior leadership. Others get absolutely nothing. Even when requesting help or feedback. You're tossed to the wolves. Everyone has their heads down hoping to stay away from upper management's bad side. Because the second you make a mistake, you're suddenly the worst employee in the department. And it doesn't matter what kind of feedback you get cross discipline. One single point of bad feedback will instantly bury you if upper management doesn't like you. Everyone is burnt out, nothing is improving, nothing is changing. There's no real solutions to problems, and management stifles anyone trying to innovate or improve anything. We're told things like, 'Apply ISTQB!' but then get berated for 'bad' ideas when we suggest ways that we can practically apply it. Nothing is enforced across the department. Want to work on an initiative for a leadership promotion? Good luck when no leads will enforce any changes to practices. Want to make a small clerical change to software that will have 0 impact? Too bad, you're going to get filibustered for months. Everyone goes around leadership whenever they can because nothing gets done. Nothing changes.