Pros
I have been apart of WWT for over 5 years now and it was one of the best career moves I've made. Don't get me wrong it is still a place to work so it has its ups and downs, but my coworkers continue to make it enjoyable. The team atmosphere here specifically at LKV (NAIC 1) is great to see considering the large increases in employees and volumes. There has not been a time that I've asked for help that someone wasn't willing to stop what they were doing to assist, and that includes leadership. One thing I have noticed even though we have more than tripled in size is that our leadership knows everyone's name. There has also been a noticeable difference in leaderships efforts as of late to maintain a healthy work-life balance and GPTW atmosphere which includes working on changes with the schedules, increased staffing, and small HPT's to keep the morale high through the exponential growth in the business.
Cons
It is seeming to get a little bit better as of late but it is visible on the floor that not everyone is a fit for WWT. We can see leadership coaching these employees but it seems like nothing is done and it causes issues with morale, leadership credibility, and their effectiveness. Us employees on the floor can tell that it is taxing on leadership and at times seems to be wasted efforts as nothing is being done. There is currently more focus on coaching the wrong people than developing the right people and that is extremely concerning to not only my development but my teams also. My other con is the employee to leadership ratio. When I was first hired we had a ratio of 1 lead and supervisor to every 10-15 people; which I feel like wasn't enough with how many meetings everyone is in. Now some supervisors have between 25-40 employees with only 1 or 2 leads. It seems like it is impossible to find leadership on the floor to ask questions which is extremely frustrating. Don't get me wrong I understand the need for meetings but we should still have enough leadership or captains on the floor so we can get questions addressed in a timely manner especially with how fast we have grown and how many new folks we have in our department. Lastly, it was addressed from executive leadership about competitive compensation. Although there were good strides to this at the end of the year I still feel that it needs to be re-evaluated as looking at other companies in the area we are still underpaid. There was a saying I've heard before "Train people well enough so they can leave, treat them well enough so they don’t want to" and I feel like that is not the case currently.
