Titan Cement Reviews

1- Direct Manager is very weak in administrative matters and has no influence or power. (Salary-Annual Raise-Appraisals-Promotions-Benefits) 2- No place for promotion or growth inside the department or even flexibility in moving to other regions, as it is reserved for only Greeks. 3- Salaries are not competitive or near market. But this is overcome by Annual Profit Shares. No strategy followed by local BU to keep or retain good employees, most of professional and good employees resign after a while. 4- Group and Local Senior Management overlook a lot of deficiencies in management with no clear reasons. There is a lot of politics and use or power in managing the company because there are no standards or policies to organize anything. 5- A lot of talking behind the back. Backstabbing and rumor spreading which is supported by local middle management. Lots of socialization during working hours which causes a lot of delays in work. 6- HR has no existence at all in the company and Administration Dept. has a very bad performance and they don’t assist lower level employees and some middle managers. They devote themselves entirely to local senior management only. 7- No Clarity in making decisions and no communications at all to employees.

- Suffocating micromanagement. You’re required to report to your supervisor three to four times a day about what you're working on and how it's progressing, regardless of how minor the task is. - Toxic leadership style. The supervisor often communicates in a harsh, disrespectful tone, showing little regard for team well-being and person respect. - Discouraging environment. Open communication and creativity are not welcomed. Fear and silence dominate the culture. - Process over productivity. Excessive focus on procedure and formality hinders efficiency and innovation. - High turnover due to poor management. Several employees have left the department within a short period, clearly due to the toxic leadership and unhealthy work environment. Despite this, management continues to publicly attribute the exits to "retirements" or personal reasons, avoiding any accountability.