Tri-County Jobs for Ohio's Graduates Reviews

Nearly every issue at JOG can be traced back to one root cause: poor management. As many former employees have already stated, leadership often operates like an exclusive social circle rather than a professional management team. Decisions frequently appear to prioritize personal alliances over organizational needs or staff well‑being. Management is skilled at presenting a polished image, and for a long time, I believed it. That changed after one of the most significant professional betrayals I’ve experienced. During the September 2025 staff retreat, an external consulting firm facilitated strategic planning sessions. Staff were assured that their survey responses and in‑person feedback would remain confidential, and management was intentionally absent to encourage open discussion. The conversation among staff was productive, respectful, and focused on improving the organization. The following week, it became clear that confidentiality had been violated - not by the consulting firm, but by an internal employee closely connected to upper management. Our branch manager referenced specific comments and who made them, and this was followed by an in‑person reprimand from the Executive Director. Trust was immediately and irreparably broken. It also became clear that offering honest feedback about leadership was unacceptable. Our entire team was later terminated due to the loss of a contract that funded our positions. I have no reason to doubt the legitimacy of the contract loss; that is part of nonprofit work. What was disappointing was management’s unwillingness to support us in transitioning to other roles within the organization, despite open positions. Being told to “resubmit our resumes for consideration” felt dismissive and unnecessary. Losing my job was difficult, but it ultimately made me realize how unhappy I had become. Management had created an environment where staff felt undervalued, unsupported, and easily expendable. Meanwhile, certain managers appeared to receive promotions despite contributing directly to the issues that affected our branch. And that underscores what management’s true goal always seemed to be: supporting themselves and giving themselves promotions, while other employees went for years without raises. There are a few genuinely strong managers at JOG, but they are the exception, and unfortunately I never got to work under any of them. The broader management culture remains the organization’s biggest obstacle. JOG will not fully meet its mission or potential as long as the current leadership structure remains in place. Dismissing this review as simple “former employee bitterness” would be inaccurate; I am grateful to have moved on as it allowed me to escape the misery. But gratitude does not erase the very real issues that leadership is aware of and has chosen not to address, and it will only be to the detriment of the company for them to keep ignoring them.

Management destroys the employees emotionally. Their favorite line is your co workers aren't your friends. They don't want co workers getting along. Sad that mgmt causes the drama and then blames the employees. Let's care more about the kids in the program!