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International Rescue Committee

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Le leadership est déconnecté, ce qui nuit aux clients - Avis employé Employé (anonyme) International Rescue Committee

2,0
14 oct. 2023
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

L'équipe et le soutien des collaborateurs

Inconvénients

L’épuisement professionnel vécu par presque toutes les personnes avec qui j’ai travaillé, ainsi que moi-même, a entraîné des préjudices pour les clients et le personnel. Il n'y a aucune reconnaissance des énormes difficultés personnelles que le personnel traverse en raison de son travail dans cette organisation. Lorsque les dirigeants n’aiment pas les commentaires qu’ils reçoivent, ils suppriment simplement ces voix des invitations aux réunions importantes. Le plus souvent, cela inclut le personnel de terrain, de sorte que les seules personnes qui prennent les décisions sont celles qui ne travaillent pas directement avec les clients. L'objectif de l'IRC d'être le plus important et le meilleur en matière de réinstallation signifie que les clients ne reçoivent pas de bons services parce que le personnel est épuisé en raison de leur énorme charge de travail associée à une faible rémunération. Les dirigeants le savent et ne font rien, les assistants sociaux sont remplaçables.

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5,0
24 mai 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Very valuable insights in conducting work. Provides valuable input.

Inconvénients

None that I can think of.

2,0
22 avr. 2026
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

You will meet some amazing and passionate people here who are truly there for the mission. Many came to this country as refugees and immigrants themselves and continue to devote their lives to helping others going through similar experiences. If you end up on the right team, it's an extremely rewarding job.

Inconvénients

Unfortunately, the HQ upper management makes it a toxic place to work. VPs regularly undercut each other publicly (including at all-team meetings and gossiping negatively with staff), especially when potential job cuts were on the horizon. C-Suite didn't listen to staff concerns about upper management and didn't investigate major departures by dedicated staff who left due to poor management despite their dedication to the mission. Leaders picked favorites, ignoring work performance (excusing mediocre performance in some, having high standards for others), and preferred yes-men over staff who wanted to think more critically about the work. Projects were pushed too quickly, despite concerns that it could be detrimental to clients. Positions given to unqualified internal staff who wouldn't be interviewed for the role as external candidates. Senior leaders (director and above) are more focused on keeping their jobs than the mission and will use lower staff work for their own career growth/safety. DEI didn't seem to apply for senior leader roles, where there was little, if any, diversity.

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