Boardwalk Reviews

The company has serious management issues that need to be addressed. In my experience, some leaders are more focused on office politics than actually supporting employees. Raz is one example where it felt like workplace politics and protecting certain people mattered more than listening to real concerns from the team. HR feels like it exists mainly for paperwork. Employees are told to reach out and discuss concerns, but the real question is: after the last employee raised concerns and HR followed up, what actually changed? From what many employees experience, the same problems continue. Maintenance teams are overloaded and burned out, but upper management continues to ignore the pressure. Instead of fixing staffing issues and supporting people who show up every day, some managers focus on finding reasons to push people out. There is a major difference in how employees are treated. Some people receive flexibility and protection, while others who work hard and have families to support are left carrying the workload and stress. Good employees leave because they feel unappreciated. There are some great managers who truly care, but the company needs to stop protecting poor leadership and start listening to the employees doing the actual work every day.

Fair compensation is one of the biggest concerns. You can work beside another employee doing the same type of work and carrying similar responsibilities, but one person may be earning around $50,000 while another is earning around $60,000 simply because they were hired later under a newer compensation package. This creates frustration for existing employees who continue to contribute but do not receive the same adjustments. The work environment can create constant pressure where employees may feel like they are always being judged instead of supported. Expectations can sometimes become unrealistic. For example, even during lunch breaks, if a customer comes in or contacts customer service looking for site staff, the priority appears to be avoiding any customer wait time while the employee’s own break time is not always respected. Another concern is the level of monitoring and trust. Even though many employees are not working in a call centre environment, calls and interactions may be reviewed regularly. Quality and improvement are important, but when monitoring becomes excessive it can make employees feel micromanaged rather than trusted. Internal politics and favoritism can affect workplace morale. Employees want to believe that hard work, dedication, and results determine opportunities, but sometimes it can feel like other factors play a bigger role. Staff retention and hiring have also become major challenges. Some positions are difficult to fill because of the workload and pressure involved. Office employees leave for better compensation and opportunities elsewhere, while operational and maintenance teams also experience turnover. Instead of only replacing people, more focus should be placed on understanding why experienced employees are leaving. Safety and staffing support could also improve. Employees may have to handle difficult situations directly while still maintaining a positive image to customers. The company promotes support systems being available, but frontline employees can still feel they are carrying many situations themselves. The workplace can sometimes feel unpredictable. Management may seem friendly and supportive one day, but employees may still feel unsure about their long-term security. More honest communication and transparency would build stronger trust. Boardwalk used to have a reputation for stronger values, employee focus, and a healthier workplace culture. Over time, it feels like the focus has shifted more toward numbers, optimization, and cost control rather than the people who keep the business running.