PMO Manager in Estates Department
For a long time I loved my job
For a long time I loved my job at RHUL and I had great relationships with colleagues across the University. I worked hard, loved my job and was respected both personally and professionally. However, financial considerations started to take precedence and this caused a number of senior colleagues to leave, changing the environment for the worse.
Security/Campus watch in Egham
Advertised 24k a year, but it's actually 17k a year because they you work 4on 4off they take the 31 hours you work "pro rata" it and decide it over 12 months.They deduct half an hour for a beak you don't get.Your job is not as advertised either. What it actually is to be ordered around by 4 lazy and incompetent security officers. You will be sent to ALL incidents, assaults, drugs, noise complaints, lock outs, antisocial behaviour, trespassing etc. Sometimes alone because your partner is off sick or has resigned (like they do after a month or two)Security will not back you up, instead in the morning handover the report will state falsely that security attended all these incidents instead of campus watch.After you were inducted, you will never see your line manager again, ever. (He works days, you work nights)You might receive uniform once, if you did it will be the last time. After that prepare to buy your own.The university doesn't care either, no matter how serious the incident, just as long as it does not make the news.
International Regional Manager in Egham, Surrey
International Student Recruitment - Egocentric culture of passive aggression, intimidation and one-upmanship.
- Lovely team of internationally minded colleagues.
- Nice Campus environment.
- Some members of Senior Management who acknowledge success and hard work.
- No autonomy: current notions of team management presume that people are pawns rather than players. Team management revolves around overly pernicious supervision (such as four attendance monitoring spreadsheets), ‘if-then’ rewards for those who do not question rationale or decisions, and other forms of control such as not providing a hospitable environment for feedback, contribution or alternative thinking.
- Culture of subliminal bullying: Name dropping of senior figures whilst setting deadlines and tasks, setting of unreasonable deadlines, excessive monitoring, denial of accomplishments, being blamed for mistakes in absentia, stealing credit, 'silent treatment' etc.
- Lack of Trust: the language of control and intimidation implies lack of trust without ever giving justification. Such scrutiny does not apply to more senior members, who may travel freely to low ROI markets such as Brazil without evidence of having booked more than one/two days of activity (according to invoices) and no data-based justification, trip report or shared itinerary (all of which are required of those ‘lower down’ the pecking order).
- Lack of foresight and inclusion: Key decisions being made without consulting team members who are then expected to bring said decisions to life (pawns rather than players). There is then little to no explanation of the business case for such decisions and its too late for input. The amount of money that is wasted on projects that don’t take into account regional expertise is absurd!
- Lack of conflict strategies: There are NO agreed methods to handle conflict, so it does not simmer and go behind closed doors. The assumption is that the more senior you are, the more right to authority you have. Any attempt to voice frustrations is followed up with a delayed and clandestine reprisal and/or exclusion from future opportunities. On the other hand, those who sit quietly and do not contribute critical thought are offered some opportunities to cover trips etc (so much for being a university). This creates a culture of 'leader and disciples', with team members now so firmly distrustful that they are afraid to speak up.
- Duty of care during travel: One senior director plainly addressed the legitimate concerns of staff travelling overseas as “some people confusing health and safety with general discomfort of travel” in a team meeting. This resulted in a continued culture of fear to speak up and contributed to both mental and physical distress.
Administrator in Egham, Surrey
Dreadful treatment of staff with no reward for hard work
Staff are not well regarded here.I would not recommend anyone to take an admin role at this place. Apart from a beautiful campus there are no benefits
Imperfect workload-pay balance
Working within the sub-contracted team at Royal Holloway was a poor working experience that included low pay with unfriendly managemet which did not inspire a healthy work culture.