Working at Completely KIDS was unfortunately a very difficult experience. The organization’s work is meaningful, but the internal environment makes it extremely hard to stay motivated or feel supported.
The biggest issue is the leadership dynamic. The chiefs are openly at odds with each other, and that tension trickles down to everyone else. Instead of collaboration, there’s constant conflict, favoritism, and a lack of accountability. It creates a toxic day-to-day working environment where trust is low and morale suffers.
Favoritism is a major problem at every level. Decisions often feel based on personal alliances rather than performance. Some leaders create or escalate drama, avoid taking responsibility, and still manage to stay in their positions simply because they’re aligned with the CEO. It’s incredibly discouraging for staff who are genuinely trying to do their jobs well.
Professionalism—both internally and externally—needs serious improvement. Donors are sometimes spoken about in ways that are disrespectful and unprofessional, and staff often find themselves caught in the crossfire of leadership gossip and behind-the-back criticism. Management tends to address problems through blame rather than honest conversation, which makes growth and improvement nearly impossible.
There is very little room for advancement, and communication is often unclear or misleading. At times, leadership will say what they need to in order to “save face,” rather than address issues honestly and directly.
The work Completely KIDS does for the community matters, and many staff care deeply about the mission. But until leadership addresses the internal dysfunction, lack of professionalism, and toxic culture, it will continue to be a challenging place to work.
