DISH reviews

1. Healthcare plan is not ACA (ObamaCare) Compliant. If, like me, you have children or a spouse in a college or organization that requires full insurance, be prepared to pay out of pocket for supplemental coverage. 2. Despite paying lip service to improving working conditions and adhering to the latest theories of management, the company is still as uncaring, unforgiving, demanding and mean as ever. 3. At a recent Employee meeting, the CEO told all of us (yes, all 15,000+ employees) that we weren't working hard enough. 4. The lack of value the company places on employees is evident everywhere. From the embarrasignly cheap and uncomfortable office furniture, to the overall shoddiness of employee working spaces (even at the Corporate HQ building) to the attitude of management towards staff.

Leadership of this company is dysfunctional. Decisions at the Director and VP+ levels are made out of fear of what Charlie will think and whose feathers will get ruffled rather than challenging the status quo and doing the right thing for the business and employees. The good old boys network is alive and thriving in this company, and it is rare to find females who are in a more senior leadership position that haven't been cowed into submission in the male-dominated locker room culture of most of the divisions. To survive in leadership in this negative environment, people turn on each other and their own teams. Taking credit for the accomplishments of others while not actually being accountable for anything has become an art form and the "young talent" (read: 30 year old white males) who have been promoted over the past year have set a new standard for this bad behavior. People jockey for favor with the E and SVPs, and being part of the "in crowd" is more important than driving change, creating a better experience for your employees, and heaven forbid if you dare tell the emperor he has no clothes. If you work in corporate headquarters, be prepared to exist in a jail-like environment. With the renewed focus on "pride" in the workforce, the infamous badge report is alive and well and being micro-managed to new levels. Employee "pride" is measured by time in the building and badge swipes in and out are scrutinized for average hours "worked" (the assumption is that the only time you are productive and contributing is when you are physically present in the office. No assessment of actual productivity while in the building is made). Trends on arrival time and departure time are reviewed by the executive levels of leadership and even "excused" post-9am arrivals will result in the initiation of a formal disciplinary process if deemed excessive. This attendance information is also used for employee performance reviews, talent planning, and promotional decisions. The HR organization is complicit in supporting the powerful cliques within the organization and their desire to be part of the in-crowd undermines their credibility and effectiveness. The mantra of HR is that they are "coaches and advisors to the business" which means they are accountable for nothing and do nothing. Employees who go to HR for help with bad managers find themselves managed out of the company. Glassdoor comments are provided to leadership on a regular basis and when negative reviews are given the division or department leader in question is sent on a scramble mission to provide a response to the COO and CEO. These exercises have nothing to do with resolving issues, and instead becomes butt-covering propaganda that wastes incredible time and resources.