June Co. Reviews

While the company promotes a strong set of values, senior leadership does not demonstrate those values in practice. The culture is driven by micromanagement and fear rather than trust. Voicing concerns, offering differing opinions, or expressing stress around workload is often perceived as a lack of loyalty. There is no formal HR function, and expectations and boundaries are created and enforced inconsistently by ownership. Rules appear to change depending on circumstance or individual relationships. Favoritism is common, with some employees receiving flexibility or reduced workloads while others are discouraged from doing the same. Excessive hours are often expected, and personal boundaries—such as taking vacation—can later be used negatively in performance discussions, with time off frequently interrupted. Over time, shifting expectations and inconsistent treatment across individuals created ongoing uncertainty. Without clear policies or an independent HR support structure, these issues persisted, making it difficult to envision a secure, long‑term future with the organization. Turnover is high, and leadership appears unwilling to acknowledge their role in why employees continually leave.

Everyone there is massively underpaid, overworked, and miserable. The turnover is very high, and the owners are completely delusional that they are the problem. It was so sad watching coworker after coworker lose their spark after working with them. A personal (and truly bizarre) anecdote to describe what it was like working at June Co: A year into working there in a senior leadership position, the owner started calling me by the wrong name. I would repeatedly correct her, and she would brush it off as a brain fart. In my opinion, this was an unhinged attempt at a power move, given the conversations she and I had before she made this switch in behavior. Or she seriously needs cognitive testing and should consider retiring.