American Red Cross reviews

As an account manager, the incentive piece was taken away this year for individuals. They made it a team incentive, which is impossible to meet. All departments do not work well together and this price is highly important for the work that we do. They have some reps collecting 600-900 pints each month and meeting all individual targets getting nothing for an incentive, but then they have reps collecting 100-250 pints sitting a home 5 days a week getting their incentive. They do not care about their employees that truly believe in the mission and strive to make it better. Upper management doesn’t care about anything. They preach leadership on all employees but they don’t even show leadership. Some departments get a guarantee 3% merit each year even if they have pages and pages of complaints but their sales team is lucky to get a 1% merit increase. I have never seen an organization that doesn’t care about their sales team. It is so disheartened and they are losing their top reps because of this. No opportunity to move up, they only promote people that don’t deserve it.

- Does not embody its own principle of "Neutrality." Routinely takes positions that are highly political both internally and externally. Positions usually correspond with CNN headlines and Democrat talking points. Don't get me started on the diversity training. They say they value different perspectives but we all know what it is and is not acceptable to say in light of various current events and issues. - Cumbersome internal processes make it difficult to get anything done. A lot of "because we said so" rationale for things that do not make sense. Many unnecessary layers of bureaucracy. - Gives lip service to employee and volunteer satisfaction, but at the end of the day the takeaway is that any grievance should be ignored in light of "the mission." It would not be "the mission" if the CEO or other higher-ups were losing their jobs or being asked to do two or three people's jobs, as is routine for those in the lower echelons. Routine "Engage" surveys are extremely generic and there is no room to really explain your answers, and they task the lower level managers with improving the scores even when the problems do not lie with them. - Very little room for advancement. Only opportunity for advancement in most cases is to apply for a new job. There are few promotions as would be typical in another organization.