Since the new regime took over in 2018, the culture has deteriorated. What was once one of the top offices in the Northeast has experienced a steady decline in morale, leadership quality, and employee retention.
Highly qualified individuals have been overlooked, while others without the same level of experience have been placed into leadership roles. A major issue has been promoting home office employees into management positions without adequate leadership experience. Staff were often left training these managers, which created frustration and inefficiency. This approach has negatively impacted staff and contracting departments, contributing to dysfunction and, in some cases, leadership turnover. Micromanagement is excessive, and favoritism and nepotism appear to play a role in advancement. Meanwhile, seasoned employees are consistently overlooked, leading to disengagement and, ultimately, departures. Many long-tenured, high-performing employees chose to leave or retire early rather than continue in the current environment. The result is a workplace where remaining staff are overworked, underpaid, and burned out. New hires quickly become discouraged, and turnover continues. What was once a strong, high-performing team has been reduced to a fraction of its former self.
