RDI Reviews

No attention to dietary restrictions for pot luck, causing some people to not be able to enjoy. Definite focus on unhealthy eating with most snacks, meals and beverages in the canteen being crap, and a culture that seems focused on being unhealthy, and enabling obesity. False sense of culture presented during training - real culture becomes obvious after. Claims of "family" style, interest in feedback, inclusiveness and so on largely false. Climate controlled by site director, and they're generally interested in minimizing the cost so you may be too hot/cold. Deceptive culture, two sets of rules - one for the clique of managers, supervisors (glorified team leads) and 'special' employees, the other for everyone else. I.E. Favoritism. You can feel it from the moment you get out of training. Lack of interest in actual feedback, coupled with defensiveness or attacks Dishonesty and some bullying by leadership Very strict rules about bathroom use time (20 min/day). If you have a medical excuse, you can get an exemption so you aren't written up, but you won't be paid for that time in excess of 20 min/day. You're given your supervisor and manager's phone numbers to contact outside of work but good luck getting a response every time you need to contact them! Pathetic training by people with no experience in that area, who are led by onsite directors with no experience in education, either, leaving you potentially ill-prepared for your job. Sub-par salaries, which they blame on the clients. Holidays and holiday pay depend on both RDI rules and client rules, not just RDI, so you may not get vacation pay for some holidays. Very stingy company shoveling money upwards to the C-suite while maybe people in lower positions get crap pay, and some of the people you promote end up giving too much of their personal time to you without proper compensation. I could go on and on....

Fake “family culture” facade used to sell employees on loyalty and belonging Leadership makes unethical decisions to protect P&L, optics, and leadership interests Employees and clients negatively impacted by financially driven decisions Raises are extremely rare and compensation is not competitive. You cap out at low rates and are lucky to get a raise every few years Employees expected to do the work of multiple people without additional pay Long-term employees are targeted and let go due to compensation costs under the excuse of “reductions in force,” even when performance is not the issue High performers are overworked, undervalued, and underpaid Favoritism and “in crowd” culture determine treatment and opportunities Protected employees avoid accountability and workload expectations while others carry the workload Employees outside favored groups feel forced to walk on eggshells. If you are in the clique, you are protected Threats, intimidation, and fear-based management culture Retaliation against employees who speak up or challenge leadership. Your work life becomes miserable until you quit HR is viewed as protecting the company rather than employees. Concerns are often dismissed without real investigation Harassment and misconduct concerns are allegedly swept under the rug, especially conduct involving inappropriate or romantic behavior Career growth is based more on politics and relationships than actual skill or performance. Ethics and integrity do not help you advance Employees feel pressured to stay quiet about unethical behavior Public company culture does not match internal reality. Leadership openly communicates that if something does not make money, it does not matter Morale initiatives are viewed as performative rather than meaningful employee support Employees are treated as replaceable despite the “family culture” messaging constantly promoted Leadership denies prior directions or decisions when consequences arise Employees are blamed or thrown under the bus for leadership decisions while management protects itself Employees fear escalating concerns due to retaliation they either witnessed happen to others or experienced personally after using the open-door policy Pressure placed on employees to sign agreements related to legal matters involving the company while being told participation was “optional” Lack of trust between employees and leadership Burnout culture created by unrealistic workloads with little recognition or compensation Toxic workplace politics and inconsistent accountability across leadership and staff