Association for Talent Development reviews about "manager"

*Employees who expect too much (financially or otherwise) from a nonprofit company experience

I can’t believe they have a minimum word count requirement on this section. Is it so hard to imagine that someone could just love everything about their job and the company they work for? There isn’t a single thing about ATD that I would change.

As I stated above, managers don’t always make the right decision or do what’s best for everyone. I’ve seen several of them go back and correct their mistakes once they notice it, but that’s not always guaranteed. It’s easy to judge others though and since I’ve never been in a managerial position, who’s to say I wouldn’t make the same mistakes? I’ll leave it at that and you can judge for yourself.

ATD shows many signs of an organization in decline: steady membership loss, multiple underperforming business lines, high staff turnover, constant restructuring, and recently, layoffs. In an ongoing attempt to reverse course, leadership frequently introduces new marketing gimmicks, campaigns, or conferences. But none of these seem to address the core issues. While ATD has historically contributed to the HR and talent development field over the past 80+ years, its current offerings feel out of touch—overpriced and lacking in relevance or perceived value. The organizational leadership seems increasingly disconnected from the needs and preferences of today’s workforce. While remote work is technically allowed, there’s ongoing resistance to it from the top, with frequent changes to policy that create anxiety and uncertainty for staff. The president’s leadership team is largely composed of long-tenured loyalists who frequently rotate through leadership roles without deep expertise. They often act as gatekeepers, shielding the president from ideas they assume he won’t support, even when those ideas are often in line with his own stated vision. Middle management is often toxic and overly controlling, stifling professional growth rather than nurturing it. Micromanagement is the norm. Staff with experience and new ideas are frequently sidelined by managers who appear more focused on self-preservation than team development. Performance reviews are demoralizing and formulaic. Rather than offering meaningful feedback or paths for growth, the process centers on how well employees align with ATD’s stated values. Scores are limited to 1 (needs improvement), 2 (meets expectations), and 3 (exceeds expectations)—yet 3 is treated as virtually unattainable, and most people receive a 2. This lack of differentiation discourages excellence and ambition. The administrative burden is also high. Weekly time entry is required—even for salaried employees—which feels outdated and unnecessary. Health insurance costs are exorbitant. Perhaps most troubling is that there is no safe or meaningful channel for employees to voice concerns. Favoritism is obvious and prevalent, and psychological safety is lacking.

Such little raises, barley a bonus, couldn’t live off of what they paid

Didn't provide me with enough feedback or training of my own. The manager was so busy that while she did answer my questions when I had them, I don't feel she provided me with actionable feedback to improve my work.

Micromanagement tendencies, Limited upward mobility

I have not experienced any cons