Lower than market pay, pay discrepancy across teams and similar titles Clique-ish, tribal, nepotism. The people in the club know they're in the 'club' others wonder if they'll make it there and keep trying while others realize after a few years they'll never make it there and your career path hits a dead end/ceiling. Archaic and secretive performance/talent review system we are purposely pretty mum about that only certain people know how it truly operates behind the scene. Regardless of how you think you are doing, believe me, they have you labelled on list somewhere and you are bound to it without really knowing it. Advice to folks who are new(er) or haven't discovered this for some reason: Question this process with your manager on your next 1 to 1 or review. They'll likely tell you its nothing to worry about or "Keep doing what you are doing" but question it and ask for details. On the pay front I would love if we forced conversation in our peer groups about pay and get it out in the open, pay transparency to the leadership level is probably the way to overall improvement and boosting of morale and most of all accountability. Studies have shown organizations that do this benefit.
