Shop manager - werkgeversreview Anonieme werknemer bij Oxfam

2,0
30 jul 2015
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

I enjoy working with volunteers from all walks of life and to make money for Oxfam's work all over the world, improving other people's lives by reducing poverty and suffering. I enjoy the challenge of recruiting my own team. This includes people with disabilities and it is very rewarding seeing them become more confident and feeling valued.

Minpunten

I have a "control freak" for an Area Manager. The person is paranoid and wants to control everybody and everything within reach. Thinks there are ulterior motives for everything.There is little support for problems at your shop . Ridiculous targets were set for this financial year and it is very demotivating seeing all you and your team's hard work going down the toilet . The Area manager has single handedly wrecked our Area's contributions to Oxfam's work by the rapid turnover in Shop Managers in our area. Lots of good people have left over the past few years. It is heartbreaking. Several Shop Managers have informed HR but nothing obvious has been done. The Area manager is a bully and this should not be tolerated and also tells lies. I also work too much and it is now expected.

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5,0
26 feb 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great people and culture in the space.

Minpunten

Not as many people in the office.

2,0
24 jan 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

working with people who really care about the work and the mission; mostly remote work

Minpunten

Oxfam America's senior leadership team has presided over three consecutive years of layoffs with little evidence of accountability or learning at the executive level. Despite repeated rhetoric about fairness and equity, leadership decisions consistently undermine those stated values. New initiatives are rolled out frequently, only to be quietly dropped, creating instability, confusion, and deep skepticism among staff. Directors are routinely excluded from key strategic discussions, yet are expected to deliver decisions to their teams with no meaningful context, rationale, or ability to answer questions. The CEO appears insulated from the day to day realities of the organization, reinforcing a growing disconnect between leadership and staff. As a result, employees are chronically overworked, morale continues to erode, and trust in senior leadership has been significantly damaged by unmet commitments and constantly shifting priorities.

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