NextWave Partners Reviews

Culture and Retention Rate: One notable drawback of my time at NextWave Partners was the lack of a cohesive company culture. The absence of a unifying identity and shared values made it challenging to foster a positive and engaging work environment. Additionally, the company's low retention rate indicates a potential issue with employee satisfaction and suggests a need for improvement in this area. Number and KPI Focus: NextWave Partners places a heavy emphasis on numbers and KPIs. The focus on meeting targets and metrics can lead to a stressful and demanding work environment, which may not be suitable for everyone. However, if you thrive in an environment that prioritizes financial success and rewards those who excel in meeting targets, this aspect may appeal to you. Inconsistent Organizational Structure: One glaring issue at NextWave Partners was the lack of a well-defined and organized structure. The absence of a proper HR in HQ, the procedures related HR especially on departing employees were highly inconsistent, causing confusion and dissatisfaction among those leaving the company. The unclear direction of the business and micromanagement tendencies exhibited by directors further compounded these issues. Limited Investment in Team Bonding: Regrettably, NextWave Partners falls short in investing in team bonding activities and fostering a sense of camaraderie among employees. The absence of initiatives to strengthen relationships and enhance collaboration can hinder teamwork and negatively impact morale. Contradictory Politics: Although NextWave Partners claims to be free from politics, my experience revealed a different reality. Instances of office politics were prevalent, which contradicted the company's stated commitment to a transparent and fair work environment. It is important for potential candidates to be aware of this potential challenge.

Working under higher management was a challenge. There were frequent disagreements during team calls that often disrupted the whole team. It felt like there was a lack of real leadership, and instead of fostering a culture of listening and collaboration, it often seemed like we were being pitted against each other. Gaslighting was a common experience—managers would tell you you’re doing well, but then set expectations you weren't even aware of. The old-school, micromanaging approach made it hard to feel trusted or valued. Unfortunately, in just six months, we lost half of our North American team, which speaks volumes about the environment.