Toxic environment - Restructuring Kroll Employee Review

1) Top management is self-serving, middle management is disconnected from the ground. This leaves associates/senior associates to fend for themselves. 2) Former top management used to upload and represent the values and ideals of Kroll. Unfortunately, they have been let go recently. 3) New top management brought in their own values and ideals. Kroll has lost its identity because of this. The company is no longer recognisable from the past. 4) Kroll’s identity is further diluted when top management brings in experienced hires whom they have a past working relationship with previously. 5) Regarding 4, Kroll has to do so because of lack of structured training and variety of projects when new hires come in. It speaks volumes of Kroll’s poor training when 90%-95% of new hires leave within 1-3 years for better opportunities. In addition, Kroll continues to promote seminars like lunch and learn as “training” when it is a waste of time (doesn’t add any value to learning) and is marketed as training. 6) Because of 4, favourtism is so common. Top management favors those whom they know previously over those they don’t. Those who are favoured / bootlick top management will get more interesting projects, whilst those not favoured get mundane paperwork to do to wind up companies. 7) Favouritism also leads to a lot of backstabbing when it comes to promotions and firing people. People who know each other will look out for each other’s interests and the rest will be hung out to dry. Overall, this creates a toxic work environment to be in. It has been a career wrecking experience because of all the reasons above. I am glad to have discovered this early on and minimised the damage by leaving quickly.