NexJ Systems Employee Reviews
Out of 45 NexJ Systems employee reviews, 38% were positive. The remaining 62% were constructive reviews with the goal of helping NexJ Systems improve their work culture.
What does the leadership team need to get better at?
They don't bother to listen
Don't create "fake" promises when the company is dying.
Leadership at all levels (team lead, manager and director) follow a very authoritarian style where those in power act only to impress their superiors instead of inspiring loyalty and confidence in those they lead.
It is high time that individuals who hold management positions be properly trained to manage staff and promote people-skills that would strengthen NexJ's long-term sustainability and work environment.
Why do you feel undervalued and what would make you feel better about your compensation?
I don't get paid fairly
NexJ Systems's stock price went down from $9.00 to less than $3.00 within a decade. This meant that the employee' stock values went down by 2/3. Lots of highly experienced employees got angry and left NexJ in 2017.
Compensation and benefits are significantly below industry averages and this is by design. You figure out your worth or you won't be compensated for it (promotions and raises are a fight and take forever)
The compensation package of NexJ Systems Inc is 30% less than their competitors`compensation package in the same industry
The management, especially the Directors and VPs, are not supportive of the growth and future potential of employees. Managers can be heard yelling at their employees, there have even been instances of shaming people, especially women, for going home on-time rather than staying over-time.
What do your coworkers need to improve and how could you work together better?
Communicate with each other more often
Get rid of certain coworkers who bring the morale of NexJ employee down
There is low morale within particular teams and lack of support from management. There is a tendency for bullying to be practiced more than good leadership. Harassment and abuse of power is rampant in the organization but is brushed under the rug by the executives who are out to protect themselves.
What needs to change to make the company culture better?
Get rid of bad apples
On the "Australian" bank project, I worked over 90 hours per week with no overtime pay in 2016. I nearly suffered a fatal heart attack during this time.
Remember that NexJ employees are treated as disposables, with no respect and/or dignity - hence the high turnover rates... Directors and their cronies run this place and get away with just about anything. All employees are clearly divided into favorites/cronies and ultimate outsiders.
Significant turnover in staff No long term strategy or plans shared Poor morale / team culture Staff with little financial services experience
A number of incompetent managers who utilize bullying, harassment and inappropriate behavior are protected by a structure that protects top-down. This has created a toxic workplace environment in which individuals stay within the company for 1-2 years before moving on to better opportunities.
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What's going wrong and how can it be improved?
The upper management supports bullying
Prepare to be overworked and treated as trash. Your sense of worthiness will plummet and dissolve over time, while the kiss-uppers will thrive in the environment of sheer power game and favoritism. Staff is always overworked and too scared to complain. And who would they complain to? Directors? HR?
There's been a top down problem here at NexJ and although things are slowly being fixed, it's still not at a stage where I am truly excited about work. I'm sticking around because I know that we can be successful again.
It often takes a long time for decisions to be made and therefore a lot of stuff ends up being very last minute when a decision is finally made but then we only have x amount of time to then get it done.
Heavy politics and very bureaucratic. Plenty of managerial and director-level employees who do not even have the basic people skills required in their position