-Leadership did not follow through on announced company plans / initiatives (i.e. growth plans, employee share ownership, service offering definition, messaging, & marketing).
-Leadership all too often a 'bottleneck' in the Company's ability to move tasks & initiatives forward. Could do with far less micromanagement.
-Lack of defined project management processes
-Lack of Employee Performance Management processes.
-Leadership not open to ideas / suggestions from employees. As a result, several employees formed a perception that ideas & work weren't valued, and left the Company. It's very difficult to maintain one's self esteem when you don't feel valued and you don't see a successful path forward.
- Inconsistent candidate interview process. Several candidates participated in telephone and/or in-person interviews and received zero feedback from the Company, despite repeated follow up.
- If you're considering joining, research the Company, speak with current and former employees, and be sure to ask the "difficult" questions during the interview process. You can enjoy a great deal of success at Greystone, if it's truly the right fit for both parties.