The New York Times

The company is great to work for, and they spend a lot of money on software and cloud-based environments, trying to keep pace with the latest technologies.

It's a new, out-of-the-box platform, and a great opportunity to expose ourselves to the latest technology.

One should not worry about finding any job anywhere after working at NYT because of the brand name and updated skill sets.

Having said great things about NYT, I will have to make a complete U-turn on the management strategy followed and the skills the manager has to manage professional candidates here. I would rate it as -1 in our team, as my manager always attacks our weaknesses, thinking that it's the best strategy to get the work done. He doesn't realize how it impacts employee confidence, health, and motivation. We are professionals, and if we are picked by NYT, we should be good and capable of getting stuff done based on our capacity. All professionals need guidance, support, tools, and motivation. The manager I worked with seems very insecure, immature, and has no respect for you as an individual or your skillset. He would attack you on all fronts in 1-on-1s, highlighting what you lack, which he keeps monitoring throughout the day, and make you feel miserable and unfit for the job. I have seen a few members of my team quitting due to health issues, as they could not cope with this stress and unhealthy environment.

I did quit solely because of this hot-tempered, dual-personality, insecure mentality manager who acts crazy at 1-on-1s by chewing up your brains and wants your apology for anything that he didn't like, as it was kindergarten-style. I finally realized I was done with this manager, and I quit. I pity the other team members going through the same situation, and I tried to make it better by talking to upper management and HR. I don't believe they have taken it seriously until they get sued.

Please take action on the manager's review and at least try to correct the managers as per the review.

Make NYT a family-friendly place so people with families will survive under a notorious workaholic manager like mine.

Don't use 1-1s as a weapon to take revenge on employees but as a career improvement process with no fear.

Senior managers need to listen to the grievances of employees, not hide and complain to a manager who could make the employee's life more miserable and even fire him.

Don't treat employees as slaves under the manager, like the one I have. We'll have no freedom under him, and that's not what NYT stands for...