Reorgs occur once per year on average, which lead managers to not invest in their people
Little to no opportunity for career advancement
Managers are not willing to go to bat to support their direct reports' needs.
Managers lie about barriers to advancement, or provide "keep up the good work" messages when employees ask for criteria to reach the next level. When you do meet all of the criteria, you're told, "I cannot promote you outside of the merit cycle," then multiple employees get promoted outside of it.
Job descriptions and qualifications can only be pulled from job postings. Even then, they're not applicable.
Reactive culture that desires to be proactive and fails
Below market compensation in marketplaces where competitors are willing to compensate much more and provide structured, stable career growth.
Vast disparities in compensation for the same job profile, as there are no salary guidelines. Also, compensation for a "consultant" should not be considered the same across the platforms on which they consult...the market decides.
Tenure takes precedence over merit and value generation
After drawing initial fresh breaths of air in the first six months of joining the company, the air is knocked out of you upon realizing you may not be one of the "chosen."
