Wren Kitchens reviews

• Contributions to large projects go unrecognised, with management focusing more on negatives than acknowledging the hard work and long hours put in by staff. • Excessive micromanagement, with an emphasis on time logging and perceived “effort” rather than measurable outcomes such as project deliveries and tickets closed. • Talented team members have left due to unfulfilled promises and a lack of career progression opportunities. • Non-technical staff are placed in technical leadership roles, fostering a culture where connections outweigh competence evidenced by the existence of a “Top Boys” WhatsApp group for senior management. • Decisions often appear to be based on personal connections rather than merit, fostering an exclusionary culture at the leadership level • A sudden push for hybrid working, despite roles being offered on a remote basis, was implemented without consideration for employees’ time or financial impact.

Commission structure ability to make sales is determined more by manager than own efforts