Where sanity goes to die, avoid unless you actually don't care about what you produce. - Anonymous employee Harvard University Employee Review

-No holistic onboarding process, in my case I largely had to train myself over the course of several months -Harvard sees no problem in promoting nontechnical individuals to supervise highly technical workers. Nontechnical Managers in technical positions cannot function adequately as they end up relying on easily manipulable personal relationships with individual employees to gauge the productivity of those they supervise. -Inability to stick to a solid strategy at the expense of employee morale: the organization spent over 2 years pushing a large comprehensive strategy while quietly creating exceptions for specific units for generally unsound reasons. Eventually, the number of concessions grew too much and the org just abandoned the strategy altogether, adding new products to what my organization offered in a rush (advertised as coming to the university before it was even funded), and not adding any more staff or funding to support this change. -Managers are not reprimanded, and are defended by HR for resorting to "I'm the boss and you listen to me" even if they have provided no justification for a bad decision. This was especially concerning given the expertise deficit at higher levels - Workers who spend time smoothing things over get recognized more than workers who spend their time trying to improve things, the organization is paralyzingly customer focused. (this is true regardless of what unit one is in)