Toxic Environment, Unfair Workload, and Unstable Conditions! - Project Manager Fat Beehive Employee Review

1.0
23 Oct 2024
Recommend
CEO approval
Business outlook

Pros

Besides the heads of a company, people are nice to work with

Cons

I hesitated to write this review, but after my experience, I feel it's necessary to warn others. The CEO's behavior is unacceptable—employees are frequently harassed and stalked via emails, often involving a lawyer to intimidate staff about leaving reviews or sharing honest feedback. This creates a culture of fear and intimidation throughout the company. The company claims to be flexible and understanding, but this is far from the truth. Employees are subjected to constant monitoring and forced to sign daily attendance sheets, which destroys any sense of trust. The so-called flexibility is just a hollow promise. On top of this, the company is extremely unstable, with constant salary and benefit cuts, as well as a revolving door of hiring and firing. People rarely last longer than a year here, making it impossible to feel secure in your job. There is no loyalty to employees or even clients—the focus is solely on lining the CEO's and upper management’s pockets. They don't care about providing quality service; it's all about maximizing profits at any cost. To make matters worse, the company has a high turnover rate, and when people leave, their workload is dumped on the remaining staff without support or compensation, leaving employees overwhelmed and burnt out. Avoid this company at all costs!

Explore other reviews about Fat Beehive

5.0
6 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Our organization fosters a supportive and collaborative work environment.

Cons

I haven't yet found any

1.0
30 Oct 2024
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Nothing good here to mention

Cons

Different working hours between the UK and Sri Lanka make it hard for teams to communicate quickly. This can slow down projects. Setting regular meeting times that work for both teams or using shared documents could help keep everyone updated. The Sri Lanka team often doesn’t have the same tools, training, or resources that the UK team does. This can make it harder for us to do our jobs well. Ensuring that all teams have access to the same resources would improve performance. There are few clear paths for professional growth and development for the Sri Lanka team. This makes it hard to keep talented people motivated and engaged. Offering clearer career paths and regular feedback could help with retention. Some developers are given too many responsibilities, which makes project success depend on them alone. If they are unavailable, it can create problems. Sharing responsibilities and training more team members could reduce this risk. The UK and Sri Lanka teams sometimes focus on different goals or standards for projects. This can lead to confusion and wasted effort. Having regular planning meetings could help ensure everyone is on the same page.

9
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