Anderson University (SC) Reviews

- Leadership feels disconnected from the day-to-day reality of staff, and many decisions seem to prioritize protecting the institution rather than supporting the people doing the actual work. - HR’s role feels more like risk management than staff advocacy. In my experience, concerns were minimized or brushed aside if they conflicted with institutional interests. - Ideas, feedback, and professional opinions are rarely taken seriously. Staff input seems welcomed verbally, but action rarely follows — creating a culture where people feel unheard and undervalued. - Time and boundaries are not respected, especially for younger, unmarried staff or those without children. These employees often shoulder more work and receive less understanding regarding work-life balance. - Support and protection are inconsistent and often seem tied to favoritism or internal politics, not fairness or job performance. - Some leaders exhibit narcissistic or self-serving behavior that makes collaboration difficult and psychological safety low. - Nepotism is noticeably present, with certain individuals receiving opportunities, leniency, or advancement based on relationships rather than merit. - The Christian values promoted publicly don’t consistently align with how staff are treated internally. Compassion, humility, and servant leadership are often discussed but not practiced by key decision-makers. - Accountability is uneven. Some people are held to strict standards while others face no consequences for poor behavior, missed responsibilities, or disrespect. - Burnout is common, not because of the mission or the students, but because leadership does not address systemic issues, workload imbalance, or the emotional strain placed on staff.

1. Poor Higher-Level Leadership. Indecisive, unaccountable, and resistant to change. Did not respect the expertise of those they hired. 2. Unwillingness to fire employees who were not doing their job. Avoiding necessary firings created burnout for those left to carry the burden. 3. Broken Systems and Lack of Boundaries. Despite repeatedly proposing strategic plans aligned with industry standards widely adopted by peer institutions, my suggestions were dismissed without adequate reason. 4. Inefficiencies and Lack of Accountability. 5. Low Compensation and Weak Benefits. Also, no paid parental leave for staff! 6. I spent more energy battling broken systems than on doing the job I was brought in to perform.