Theirworld Reviews

There is a very high turnover in staff and low morale due to a number of reasons: - Senior Management create an environment of fear and paranoia that stops employees from voicing any concerns - Serious lack of professionalism in how staff are spoken to. Certain Directors are emotionally volatile and unpredictable. Employees are often subject to bullying and verbal harassment. - Workloads within teams are skewed with junior staff being overworked while senior members are disengaged and coasting. This leads to a bottleneck of delayed work awaiting sign off that has major effects on partnerships, projects and campaigns. - No HR department - Dated and inefficient processes - No training or career learning and development - No TOIL - Favouritism and inconsistency in the application of policies - No JDs or clear objectives - No flexibility or WFH - Poor appraisal process - Centralised decision making structure and unclear lines of communication - Mishandling of disciplinary issues and dismissals - Insensitivity and lack of understanding from Directors and more generally a lack of concern for employee well-being

This is the most toxic and negative working environment I have ever worked in. The experience negatively impacted on my mental health and the health of others at the organisation. Reviews contrary to this are likely to be senior leaders who are yet to acknowledge the workplace culture problem. If you are reading this review and believe that this and the other negative reviews are just a few disgruntled ex-employees this is really not the case. Before joining the organisation, I thought the same thing and gave it the benefit of the doubt. Please do not make the same mistake. Issues - Closed / hierarchical working environment with no room to constructively question leadership ideas or suggest alternative ways of working / approaches - Micro management of junior staff which leads them to question their abilities and utility to the organisation - No performance management process - no goal setting at an organisational or individual level. Rewards are not based on targets or objectives - No strategy or structure to work - “flexible / agile” way of working used to justify this - Poorly organised which leads to wasted opportunities and a lack of value for money - Poor ethics - PR focus with limited delivery of any meaningful work, no focus on working in genuine partnership with other organisations, and over-selling of the organisation's achievements / focus in communications - No focus on employee development - no training and development opportunities - Low employee morale due to all of the above and consequently a very high turnover of staff