Where to begin... Senior leadership asking frontline leaders to find a way to get rid of the higher paid Tier 2 and Tier 3 specialists so they can be replaced by new Tier 1 specialists who will be paid 25% (or more) less.
There was an engagement survey that the company paid to proctor and there was a significant push from upper management to have 100% participation. When the results of the survey were provided to the company, the results were so bad that Senior Leadership decided to never share the results with the employees even after multiple requests. Magically any discussion or questions about the survey were killed. Not a good look for a company that has a value: We Win Together.
Constant layoffs. Leaders tried very hard to never use the word layoff but instead tried to distract us by using RIF, performance reviews (often when no formal notification of low performance was given), offshoring, etc. In the 2+ years that I worked for Gopuff there were at least 8 of these layoff events.
Promotion in title only. Gopuff is a master at promoting employees by giving them a different title that came with a significant increase on workload and zero additional compensation. There was always the carrot of additional compensation in the future, but I never saw that future occur for me or any other leaders or specialists. The only time they made an adjustment was to get everyone working with the same title to the same minimum pay. Shortly after that "adjustment" the discussion turned to how do we get rid of these higher paid specialists so we can replace them with lower paid specialists who won't know any better (see my first con).
Pushing product updates and new features before they were ready which caused huge problems for customers and delivery partners which were then funneled to Customer Support. So much of the dissatisfaction from customers and employees could easily be avoided if there was even a glimmer of communication between the different orgs.
Senior Leadership being so disconnected from the work done by the frontline teams. Spending a few minutes each week observing chats from handpicked specialist who know they are being observed does not really provide an accurate picture of the day-to-day.
Forcing schedule changes onto specialists because workforce/training/recruiting/etc can't keep up with the number of specialists who are being fired or running away from the dumpster fire.
