Lack of Training - The company boasts World Class Training, but this is simply not accurate. Fischer may have World Class Training for their sales agents and field managers, and that's where it stops. The construction services department has no trainors, no training programs, and has only started to create training documents for main processes. This lack of training seems to be the case across the board, indicated by all of the other departments we deal with.
Flexibility - While the company is capable of allowing employees to work remotely, and has even REQUIRED employees to work overtime remotely (it's an exempt position, so no overtime pay), the official policy is that they do not allow working remotely or hybrid remote options.
Workload & Staffing - For at least the last 6 months, my department has been behind schedule. Initially, management took efforts to motivate the team to go above and beyond to try and catch up. Those efforts have since stopped and staffing has reduced due to turnover, both of which are contributing to us being unable to ever really catch up. Management has been aware of these issues for months but has refused to acknowledge the situation, much less do anything about it, which has led to a severe drop in morale. They seem to have the mindset of "it is what it is and we are already paying you", even though the workload increases every time we lose another employee. This kind of mindset is what leads to burnout, which leads to turnover.. a vicious cycle to be sure.
Turnover - The construction services department has had a near complete turnover since January. At that time, there were two Level 2 Production Technicians with a combined tenure of 30+ years, one Level 1 Production Technician and one co-op that had each been there for 2 years. After 6 months, none of them remain. This means the most tenured person on the team has 6 months experience in the position.
