Pros
Although it’s encouraging to hear that leadership wants managers to nominate and recognize top performers, insecure managers often block these individuals from receiving praise.
Cons
The company is too focused on products. When a new manager starts, they receive exclusive incentives like bonuses, but these incentives quickly lose their appeal. Over time, managers tend to behave similarly: they become disengaged, pressurize employees excessively, and adjust targets to maximize short-term gains. They also tend to give mediocre or poor reviews to limit promotions and wage increases, downplay accidents by labeling them as “near misses," and save money for the company. Meanwhile, they take credit for the floor staff's hard work, which is often well-managed. If you're too good for their position, they become untenable, and if there are problems, it means they can't manage their own group.