- Not all on-site managers are willing to provide assistants or admin staff with proper training, consistent constructive feedback or exposure to key aspects of operations for them to excel in their current roles or get promoted.
*This caused me to leave the company in order to gain proper experience for career advancement elsewhere which I am happy to say that I have achieved soon after.
- Although there are some managers that are great teachers and even mentors as per former colleagues and my own experiences, management philosophies are inconsistent within the same portfolio which does to allow for a productive learning environment.
For example -
*Some on-site managers are relentless micro managers and don't allow support staff to shine or grow professionally. Compulsive overseeing with both good employees as well as those who are not performing well and not helping. Micro managers engage the lowest frequency emotion, FEAR, in the workplace. Fear ----> Frustration -----> Depression ---->Sabotage ----> Accidents ----->or Lack of Productivity. Too much micromanagement can cost a company its best and brightest.
*Some are very laid back macro managers that do not communicate well with their support staff, do not provide proper guidance and do not set realistic expectations and still expect them to perform well. If they do not perform well, they reprimand them in a very unprofessional manner in front of whomever, which results self-doubt, a stressful work environment and further loss of productivity from otherwise capable individuals.
- All construction project management is done by a sister company not allowing on-site staff to gain the hands-on experience that other management companies provide.
*Some project managers do not play well with on-site staff.
- AP department is very slow which at times hinders relationships with vendors especially for capital projects.
-Bonuses could be better.
