Ergeon reviews

-Micromanaging: (this is a slightly new initiative) where every single piece of work will be reviewed with a magnifying glass regardless of your performance milestones or achievements. Expect excessive communication efforts (posts, meetings, etc.) to detail the work you've done. -High season: Expect to work Monday-Friday from sunrise to sunset (5:00 AM to 7:00 or 8:00 PM for Southeast Region), Saturdays and Sundays, approximately 50 hours per week or the work will not get done, in average you'll be managing 60 projects simultaneously and they expect you to be able to handle more than that. Being a responsible professional, this job will eat you alive. -Low season: They'll make sure to keep you busy with extra unnecessary reporting tasks every day, half the projects but still 40 hours of busywork with no actual benefit other than keeping everyone "busy". -As a Startup, everything changes more than once per week, sometimes are good changes but most of the times are changes that will hinder workflow. -Monthly project delivery targets/forecasting are biased and just projected using a certain percentage increase from the previous month, expecting constant growth without considering basic forecasting principles or historical data. If these wild guesses are not met they'll start witch hunting. -Nepotism: Friends and family are untouchable (most of the people in the higher management positions), everyone else is disposable. -Low professional stability: During December and January there's massive layoffs in the company, every year. A side-effect of poor budget managing during high/low seasons. -Unfair offboarding processes: They will make you accountable for metrics out of your control and use them as excuses to terminate you when needed.

Poorly Chosen Leadership: Despite efforts to maintain a good work environment, the company’s choice of managers and decision-makers undermines these goals. Many individuals in leadership roles seem ill-suited for their positions, having been placed there due to personal connections rather than relevant qualifications. Misguided Projections and Staffing Issues: Yearly projections have consistently been unrealistic, resulting in overly ambitious hiring at the beginning of the year, only to be followed by layoffs at the end of the year. This cycle is disruptive, leading to job insecurity and high turnover. Lack of Job Security in Sales: As a sales representative, I was frequently relocated to different regions without any input, which made it difficult to build stable customer relationships and perform well. Performance expectations are high, yet the constant reshuffling and unrealistic targets put employees at risk of termination over factors they can’t control. Stagnation in Sales Leadership: Individuals who joined the company early on have retained their senior positions, despite some no longer being suitable for these roles. This stagnation affects team morale and limits growth for others in the department.