NetJets reviews about "manager"

Middle management mess where metrics are more important than people and some managers are simply existing to protect their jobs while making no real contribution to progress...showing that they are busy by hiring and firing rather than actually understanding the business at a customer level and listening to their teams...dead weight.

Most of management is extremely toxic. HR has no real power. If you report anything they get rid of you by putting you on a PIP. They keep very poor managers in manager position forever even after teams have turned over time and time again. If you have a life don’t bother the expectation is to work over 40 hours normally. I was told Netjets stopped conducting the employee wide survey due to the pilot negotiations altering the results, they just stopped sending it, which is a terrible practice. In order to move up you have to push everyone around you down so stealing work and taking ownership is very very common. So many long term employees have been leaving which show that culture has shift in a negative way over the years.

IT has no power or decision choices in the company. Company is stuck in the 1970-2000s mentality of management. Executives are fired/quit within a year or two constantly throughout the years IT Management is blind to what needs to be done as they are in meetings more often than looking at their teams. IT services manager David L. is the worst manager I have worked for; his management style is extremely hands off, and hires non-qualified staff that fits his blind narrative of "Customer experience" however, the personnel hired under this mantra provide the worst support to the end users as they can barely do the job itself. leadership touts growth to other teams in IT however, if you are hired on you must stay at that position for at least a year even if you have been a contractor for year(s). TLDR: Management is a joke. Executives consistently leave the company. No true leadership with vision. No innovation. No true growth.

One day the finance team gathered for a birthday celebration. During the standing around making awkward small talk eating ice cream a former employees depression was brought up. To which an executive on the finance team said “he needed to just get over it, he was weak.” Similar sentiments were shared by other managers and then they talked about the raunchiest bachelor parties they had been to. Exactly what I would expect from a bunch of former L Brand Bros that worked under Razek and Wexner.

Leadership among all departments and specifically the operations ones are completely and totally concerned with how their department looks, instead of being concerned with how it performs or the people that work in them. You’d be hard pressed to find a manager that has any core competency as a manager or desire to develop their employees, and even harder pressed to find a director who’s knowledge of their departments responsibilities goes any deeper than surface level. Unless you desperately need a check, look elsewhere, otherwise youll eventually be asking yourself 4 years down the road, in the same job where the title has changed from x to y and then back to x twice, and making only 10% more than you started with, how long you are gonna let them continue to lead you along.

No work/life balance Micromanagement Limited career progression Incompetent managers High turnover in many departments

Toxic culture led by fear. Senior managers are clueless to change or progress. Poor business sense and zero leadership. Expect everything from employees and give little back. High sickness rate due to work conditions

Lack of human awareness from supervisors and some managers.

Management lacks leadership, many inexperienced managers with minimal experience.