- In the time I worked here there was no system, conversation, procedures, or alignment with performance reviews, bonuses, raises, or promotions. Top leadership told me that some promotion decisions are based on what the leaders in the company "feel" is the right choice as they have to make quick decisions.
- There are no company goals. Team goals have no data tk back them. And it’s not discussed whole picture. When you ask for concrete numbers and data you will not get them.
- The company is always putting out fires. So as soon as you roll out one idea, it never goes anywhere, and then they roll out the next idea. It's chaotic, and there is no research to be done as to if any new process is working. And if you ask for data, it does not exist.
- People get treated terribly. People get fired for not "performing well," but the data isn't clear on performance expectations. A lot of office politics take the place of what the company promotes in its "1440" culture. They preach 1440, but I have heard top leaders screaming at colleagues and saying it's in the name of "feedback."
- With that said, even the training contradicts itself. One minute, people should make the best experience for every person every minute of every day, and the next, people are telling you that you're acting like a "victim" when you voice concern.
- Because of office politics, there is disrespect between departments. And this creates a static attitude. No one wants to be innovative, try new things, or are even encouraged to do something new. When you bring up new ideas, it's shut down. And when you bring up concerns, it's shut down. Usually, the loudest and most outgoing person in the room is heard, and others are silenced. This happens despite expertise.
-This is not a safe space for people of color. There are microagressions. But on top of that, top leadership make jokes about race, and if you are uncomfortable, they laugh and say, "that's just how we talk." Additionally, when people are blatantly racist, leadership says "no one wants to have conversations anymore." and that the person showing racist behavior "is just ignorant and needs to be educated." Meanwhile, their POC are left to deal with the hostile environment. Even if HR "handles" the situation, this issue is not seen as a cultural issue.
- a colleague has also told me that black workers in the communities often feel like "the help" as they feel they are placed in back rooms, night shifts, and where they can not be seen.
- The pay and working conditions of those in the communities are terrible. People are overworked and underpaid, and employees and residents suffer because of this. Meanwhile, leadership consistently blows its budget by vast amounts on celebrations for different departments to boost morale. Yet they have no system for raises and promotions.
- Raises and promotions are based on friendships. You will not even know a position is available until they have given the job to a friend in leadership. Internally you are not given the opportunity to apply.
- Finally, the CEO talks AT you. He does not listen. Nor is he curious to know you. He does not ask questions. He commands that a room listens to him and demands your time even when it interferes with other meetings, schedules, and obligations. In short, he WILL make you late and talk at you for 45 minutes without letting you share your thoughts on a topic. People in the company call it "Getting Dan'ed."
