SOMFY Group reviews about "ceo"

Nepotism rules somfy usa - people get hired for who they know, not what they know. Salaries are low because hirees are not knowledgeable in the field. Somfy claims they will train you but then gives no support. If you are not friends with someone in upper management, you will not be appreciated. The CEO in the US doesn’t talk to anyone except others in high management, he is unfriendly and unmotivating. Do not bother going to HR for anything - they are incompetent, very lazy and have a lot of dirt on the company so won’t be fired and are counting down days to retirement. Don’t trust HR either - they will change their handbook to suit their needs at any time. High turnover rate - it’s not always about business here.

Management will tell you their door is always open, but behind closed doors your words will be twisted, and your spirit will be trampled. They will document only their side of the story, so ADE - always document everything. Somfy values were an HR/PR stunt, a bunch of garbage. People here are burnt out and under appreciated. The CEO is unapproachable, unemotional, undermining. Pompous. Dismissive. But mostly unnoticeable. The CFO seems to feel above America and our culture. There is no transparency; walls and curtains are up everywhere, literally and metaphorically.

Turnover is high since the latest CEO took over. He doesn’t care about his employees, just goes through the motions, extremely unapproachable. Employees are treated poorly, micromanaged and minimized. You will be nothing but a number. Mgmt makes up new rules everyday to suit their needs and tracks all phone calls and emails. Tons of favoritism and nepotism. Mix in supply chain issues, budget cuts, and no room for growth, morale is gone. Good people get fired for whistleblowing, it’s a real poop show at Somfy.

This review is about the US/North American group. Leadership underwent a change a few years ago (new CEO) and it really changed things. People are always looking over their shoulder, folks are tracking who is in the office which days and - get this - they make you take sick time if you're sick on "mandatory in-office Wednesdays." The CEO has been through 3 HR directors in 3 years. When I left, the CEO was the current director of HR (and if you don't know how big of a red flag that is, lucky you.) They're on a hybrid schedule, but I'd bet it won't last - the good ol' boys club in management wants to keep tabs on everyone and feel the power of having desks filled. Office has zero culture or fun whatsoever - it's like a tomb. On top of that, the global group has a diversity goal of 40% women in management - why not just go for 50? And their idea of diversity is more people from multiple countries - not a peep about race.

The CEO in the USA who took over a few years ago has absolutely no clue what he’s doing. Even the CEO in France has no clue what’s going on in the USA either. There has been such high turnover as a result. Upper management will try to squeeze you out to make you quit and if that doesn’t work, come up with anything to get dirt on you. The drama is mind numbing here. Favoritism is key. No room for real growth. They’re hybrid with mandatory set days in the office. Zero flexibility. Small company wanting to go big, doesn’t know how and won’t listen to the advice they asked for.

- The company is in the midst of a global transformation that is putting significant pressure on the organization. Fast paced company but rewarding. This is a global company that operates locally but is doing all it can to function globally to meet the market challenges.