There is a lack of balance at management level, where there is often inadequate representation of technical expertise to influence the decision making around the progression of technical staff. This often leads to unfair and inconsistent rewards, promotions, career progression or recognition in general because the managers in place do not know what they are meant to be recognising in the first place, and their focus will be (either intentionally or unintentionally) on recognizing staff working in fields or doing work that they understand.
In addition, the senior management, and human resources organizational structures and how they interface with each other allows managers to get away with bullying, mismanagement, and unsubstantiated denial of progression opportunities with no meaningful feedback or accountability. HR often fails to thoroughly investigate (or investigate at all) employment concerns/allegations involving senior managers and would rather turn well intentioned in-house mediations into point-blank one-sided cover ups. The company is more inclined to keep managers where they are as long as their financial performance is lining the company pockets with no regard or care of employee mental wellbeing.
It also seems that exit surveys go to someone’s junk mail folders, and they do nothing to improve anything at the company.
