DDN reviews about "manager"

Top management is unreasonable and never likes to hear No for an answer. Employees are always subjected to unreasonable pressure to get things done. Effort estimation is done only on machine resources and never on human resource availability. Expects employees to work 24/7. Management is very opposed to constructive criticism. They celebrate work force not taking any vacation. The team I was working with had a director who lies to your face while locking eye-contact. The senior manager in that team will force you to work 24/7. He tracks the progress of test execution per day and not per week. He will never accept blame for his poor decisions but will happily pass it on the team working for him. There is an automation lead and a manual lead who were promoted recently. The automation lead would visit the US office, spy on employees there and would report to management in India about the employees in US. This automation lead openly advocates for 16 hour work per day. The manual lead doesn’t know what exactly project management is or how testing is done in IT industry. They oppose best practices. The director would provide a plan for the employee, but the senior manager and lead will take the same employee to a different direction. End of the appraisal cycle employee is blamed. This team also had an architect who would stalk on team members test configurations for violations and would call them out in team channels. This combination is futile for any engineer who wants to work smart. End of the day these guys would use like a tissue and cast you into a dust bin. The lab administrator in my office in US is very rude. I was shocked at this behavior towards employees in office and his foul mouth. I even wonder if he had gone to any school to learn the skill of assimilation into an organization.

- Review from the perspective of a Service/Pre-Sales employee. Sales side of the company may be completely different because thats what the company values most. Very sales and engineering driven company, every other org comes second. Probably normal for a privately owned company, but consider this if working non-sales/eng. Con about two owners is that they micromanage upper management. This makes Upper/Middle management either 1) Leave - there is a high turnover of Eng Managers/PM/Directors/C-Level positions. 2) Stay and just keep the owners/your manager happy, keep the status quo, and accept the limited freedom to A) do your job how you’d like and 2) to hire who you’d like. This culture trickles down to the bottom. The high turn-over culture makes you feels like your always replaceable and every man for himself. Very reactive culture, fighting fire-to-fire, sale-to-sale. - Due to being for profit/privately owned, company growth drives everyone’s career grown (promotions, raises, salary adjustments). Unfortunately sales growth has been flat for several years and therefore so has the average employee’s career growth. Meaning, going above-and-beyond is not rewarded, yearly raises/bonuses are below 3% (or sometimes cancelled all-together), promotions are few and far between (and typically only for middle to upper management (when someone leaves), training programs have diminished. Yearly performance reviews have removed the self-assessment, meaning HR no longer cares to record your yearly accomplishments or how you met your prior year’s goals - only your manager’s perspective of your accomplishments is recorded. Since these are career growth killers (what most care about), I’d look elsewhere if you are an ambitious high performer looking for growth. But if you're looking to just maintain a salary and work from home, but don’t really care about growth (those near retirement), you may be happy here.

Management is horrible through two owners so no loyality because of them the direct manager have all rights to do anything from super micromanagement, promotion firing and HR are not on the picture what employees do internationally. Upper Management does not what is hapenning internationally

Better salary hikes during appraisals.

I have not experienced any major drawbacks/cons at this time.

No Cons that if con think up

Better salary hikes during appraisals.

Chaotic environment. Toxic culture. They'll add you to an on-call rotation. If you don't agree, say good bye to any raises and expect to be fired. 60 hours week are normal. You'll work weekends. One of the values of the company is 24x7 (so don't believe HR here when they say they don't expect you overwork because it is actually one of their values). If you don't, expect no raises, no options and you'll be fired quickly. Pay is below average. They implemented a stock option plan that is so absolutely ridiculous that everybody minimally competent should quickly leave. Benefits are below average. Culture is toxic and it starts at the very top. Whenever they replace leadership (often) they just look for small dumb dictators that believe engineers are just resources. They don't ever have a clear idea of what to do with the product and shoot in all directions, because they are clueless. They are all fired after a few months and replaced with a new bunch of mediocre dumb dictators. No career progression. Pure chaos. Pure marketing.

Purely hire and fire organization Zero efforts to hold resources Teams are remote-controlled by offshore managers (Management in India has zero decision making powers) HR role is non-existent (You cannot rely on them when you require their help) Hike is negligible (Company does not believe in profit sharing with employees) Being a product based company, they have no product training for the support team. (Employees are expected to learn the product on the fly on customer calls)