- United States Dept of Energy Golden Field Office27.Jun 2017
If culture is behavior, then the culture here is "inconsistent and incommunicative." Senior management does not communicate effectively, either laterally or horizontally. There is very little accountability, as management does not hold people to compliance with some requirements and does not ensure poor performance is corrected. It's discouraging to high performing personnel, and several senior managers and execs are notorious micromanagers. Many managers do not seem to trust their personnel and are highly reluctant to delegate duties. For a "scientific shop" the concept of business management seems to be alien, and they make a lot of business decisions in the absence of data.
Support from Management
Expectations of leadership are mysterious and undocumented, and you have to work to pull something concrete out of them. Goals are all over the place, are not integrated, aligned or prioritized. Managers are not consistent in documenting annual personal performance goals or in providing feedback on progress/problems. Many management decisions seem to be somewhat arbitrary (or are at least not transparent), and key business initiatives are made by multiple parties with no apparent criteria or prioritization of limited resources. Lots of conflicting and duplicative initiatives going on, and no one is communicating to the others about them. Virtually no professional development support, and conference attendance is miserly.