Copeland reviews

I read company review and often think: what did the employee do though? Reasonable, but I am telling you, there is a failing culture at this company as employees are frustrated, mad, and fed up with working here. A good majority of people were looking for other employment options when I left and this was openly discussed amongst peers. HR is rude and not helpful- they do not (and I cannot stress this enough) DO NOT, care about their employees and if you have a problem expect it to not be a priority for them. They lie, draw things out, ignore you, and insult you. They will mess with you in order to keep costs down and mess with your pay and break every promise they make. When I announced I was leaving, HR was shocked that I was leaving (even though they lied about my salary adjustment) and then said “I guess the job was too big for him” Insulting and disgusting. Company is very old school and believes that “stretch assignments” are a way to “learn” and that it is part of working your way up. I was told “there is a time to learn and a time to earn and you are not in the earning part so you have to just do the extra work for now” No leadership- high up leadership is unorganized and has no idea what the company plan is, what to tell lower management, or how to treat employees. Additionally, leadership asks for feedback then ignores the feedback and pretends everything is alright and gives a talk to the employees about being a family and we are doing well. Lack of organization/direction- there is a lot of “I don’t know” and “lets put that on hold” Lots of high up titles with no one to do the work and no one knows what work to be done. Things are done and then walked back and required to be redone and then abandoned.

You work hard all year. You take on more than your role requires. You put in extra hours. You help other teams. You become the person people rely on. You care about the product and the customers. Then leadership announces that merit increases are being delayed globally due to market conditions. You are asked to stay resilient. Stay aligned. Keep executing with purpose. Shortly after, promotion announcements continue. That is when people start connecting the dots. When the market dips, compensation is paused for thousands. When leadership advances, the market is apparently not a constraint. It sends a clear message. Business risk is shared downward. Growth is selective. High performers are told to be patient. To understand. To keep pushing. Eventually, they do understand. They understand that effort alone does not protect their growth. They understand that being dependable does not guarantee recognition. They understand that loyalty is often one sided. That is when they update their resumes. That is when recruiters get responses. And that is why strong engineers move on.