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      Bicsi

      Engaged employer

      Bicsi reviews

      Toxic culture and High Turnover - Do you research! - Instructional Designer Bicsi Employee Review

      1.0
      14 Oct 2025
      Instructional designer
      Recommend
      CEO approval
      Business outlook

      Pros

      The ability to make a difference in career ICT Technician and installers

      Cons

      Everything else. The turnover here is high among all departments. For a nonprofit that seems to provide valuable service to its members and students, seem to be having declining reputation in the industry Toxic culture: When managers pit employees against each other, it breeds resentment and competition rather than collaboration. Encouraging tattling or triangulation: Some micromanagers foster a culture of surveillance by urging coworkers to report on each other’s behavior, attendance, or performance. This erodes trust and creates division. Micromanaging: Obsessive time tracking for salaried employees: Watching when employees arrive and leave, even if work quality is high, signals distrust and rigid control. Over-monitoring tasks: Constantly checking progress, demanding frequent updates, and hovering over minor decisions. Microaggression: Displays micro aggressive behavior through curt responses and subtle verbal hostility. Engages warmly with preferred staff while consistently avoiding or addressing others in a dismissive or unpleasant manner. Mismanagement and delegation of task: Avoids documenting task initiation and relies on verbal exchanges, which are later used to dispute or reinterpret responsibilities. Declines to confirm tasks in writing, instead using spoken conversations to later deny agreement or claim confusion. Frequently asserts that formal documentation isn’t necessary and expects flexibility in receiving requests in any format. These directives are often delivered mid-task or during meetings, disrupting workflow with minimal consideration for timing or impact. Discouraging initiative: Employees may feel punished for thinking independently or proposing new ideas. Outdated training instruments, lack of hands-on training, and with a desperation to increase revenue they have decided to take a single manual slit it into 5 and charge a price for all five equal to 3 time the price of its previous edition.

      avatar
      Bicsi Response
      8mo
      Thank you for sharing your perspective. We’re sorry to hear that your experience at BICSI has not met your expectations, and we value the time you took to describe your concerns. Feedback from current and former employees is important to us as we continue to strengthen our workplace culture and operations. BICSI has been in the midst of significant organizational change aimed at modernizing our systems, enhancing our products, and better aligning staffing structures to support our global ICT community. While transitions of this magnitude can sometimes cause strain, our goal has always been to create a more transparent, collaborative, and accountable culture that allows employees to do their best work. We’re taking concrete steps to improve communication, leadership development, and feedback mechanisms across all departments, including the introduction of structured project management tools and a renewed focus on employee engagement and recognition. We also appreciate the suggestion for regular employee engagement surveys. We are committed to increasing two-way communication and will continue to explore additional ways to ensure employees feel heard, supported, and empowered to make a difference. BICSI remains deeply grateful to our team members, both past and present, whose passion and expertise help advance the ICT profession every day. BICSI Management

      Explore other reviews about Bicsi

      5.0
      26 Jun 2025
      Manager
      Recommend
      CEO approval
      Business outlook

      Pros

      Great company. Great co-workers. Great pay. Great people in the network.

      Cons

      Nothing at all at the time.

      2.0
      1 Jun 2026
      Manager
      Recommend
      CEO approval
      Business outlook

      Pros

      PTO accrual rate was fantastic.

      Cons

      Where to start? Too many high-level roles (I.e., CIO, CEO, COO, CFO, VPs, General Counsel, Directors, Supervisors, Managers, and unlimited “consultants”) compared to the “regular” staff working their butts off daily. Many of the individuals in the high level roles are clueless on how the outcome or an impact is achieved by the staff actually doing the work. Departments are pitted against one another based on issues the aforementioned high-level roles are having with a same level peer in another department. Unrealistic deadlines are constant which impact QC of new products and services, Inflexibility and inconsistency with the required return to office policy. Salaries are low unless you have a CEO, CIO, CFO, COO, VP or Director title. Rare to no cost of living increases. Annual merit increases are predetermined by leadership for all staff pre-review, and NOT based on hard work/completed KRs by employee. Favoritism from the top down is rampant. Reorganizations of departments/staff occur every couple years with no reason given to those impacted by the reorg. These reorgs ALWAYS benefit those in existing leadership roles and often create additional high-level positions not offered to current staff. Knee-jerk reactions by the CEO/leadership at any pushback from vendors, exhibitors, or providers result in immediate policy changes without considering repercussions of their response or the staff upholding the LEADERSHIP APPROVED POLICIES. The staff upholding the approved policies are not considered, nor supported or protected. (I.e., becomes the scapegoat) Real and/or false complaints lodged against staff are investigated but staff is automatically assumed/treated guilty until innocence can be proven. Despite the outcome of the “investigation”, retaliation from high level roles is present. Communication is at an all time low. No opportunities for advancement. Professional development funds are frequently cut with each budget season and are offered on a first come, first serve basis. Burnout is considered a badge of honor here.

      avatar
      Bicsi Response
      3w
      Thank you for taking the time to share your feedback and for the many years you spent contributing to BICSI. While we are pleased to hear that our PTO program was a positive part of your experience, we are disappointed to learn that your overall time with the organization did not meet your expectations. The concerns you raised regarding communication, workload, organizational changes, career development, and workplace culture are important topics. Although individual experiences and perspectives may differ, we take employee feedback seriously and regularly evaluate how we can strengthen communication, improve processes, support professional growth, and foster a workplace where employees feel valued and respected. As BICSI continues to evolve to meet the needs of the industry and our members, we recognize that organizational change can create challenges. Our goal is always to make decisions that support the long-term success of the organization while maintaining a positive and productive environment for our employees. We appreciate your service to BICSI and the contributions you made during your tenure. We wish you success in your future endeavors. Sincerely, BICSI Management BICSI is an Equal Opportunity Employer (EEO)
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