Mostly Good People, Poor Training, Bad Manager
Technical Writer (Former Employee) – Oshkosh, WI – April 14, 2018
Learning O'Neil processes and procedures was like a big puzzle one had to figure out: so many exceptions. As a new employee I was proceeding slowly, but I did not realize how slowly until the manager berated me in his office.
The training was almost non-existent. The trainer was too busy to train. I do understand the first priority was to product. I relied primarily on written documentation to train (a little out of date, and somewhat confusing, but not terrible) and took a lot of my own notes.
Well, a week later we had a team meeting where the manager not only embarrassed me publicly by repeating our office conversation, he also implied that someone like me could not be offered overtime when there is no supervision as I would be dishonest with my hours. (Actually, the opposite was true, I never worked overtime. I worked hours for this company that I did NOT charge because I wanted to succeed, learn the content and did NOT want to charge overtime.) I quit the next day. Looking back, I wonder if he was trying to goad me into quitting. Well, if so, mission accomplished.
Also, I worked in a group that was in scope to be eliminated. They knew this when they hired me but never bothered to tell me about it.
Something to consider: Working for O'Neil eliminated my chances of getting a job with the nearby customer. They would not touch me even if I was working for an agency - agencies told me this. This was probably because of an agreement between the two companies. Not sure that is still the case.
Immediate coworkers were good people and friendly
Poor Training, Management People Skills