Epsilon reviews

Major changes, such as how employees are evaluated which affects merit increases, are not communicated thoroughly or appropriately. Currently, they have raised the bar on performance expectations. This has resulted in 2009 performance being rated against the 2010 newly defined rankings. This information was not previously communicated to employees which will impact any merit increases and rankings were changed without input from direct managers. Promotions also seem to be applied on a reverse bellcurve, the bigger the flunky, the higher you get promoted. Most salaries are under market value with many new employees being brought on at market value. This results in managers with direct reports having higher salaries than the manager. Senior management does not relate to employees as people but rather as machines. There is a major lack of sensitivity and lack of respect for employees as people. Greater output with minimal resources is expected and output requirements keep increasing without reward for previous good performance. Although most are happy to have a job in t his economy, the economy will improve.

-Very little communication and feedback from management -Upper management not open with employees -Management ignores it when employees underperform -Currently, limited opportunities for advancement