1. Non-competitive salary/compensation package.
2. Long hours and high stress environment - A higher-up once stated in a (40+ person) team meeting: "You have to work more than 40 hours to be noticed here."
3. The “team” is very small, so it should be very easy to see who is not doing work and who is, but that does not happen, or is just ignored. There is no accountability or punishment for not performing. If you do great work, you’re rewarded with other people’s responsibilities, including work and responsibilities of the “team” that you’re on. This has been brought to leaderships attention multiple times in no less than 6 well documented meetings across the past year, but nothing has been done. In fact – the people who were not performing (at almost any capacity) were rewarded. When leadership was questioned as to what happened or why this was happening, it was stated that, “…they have a good personal relationship with the client.” While this is a consulting firm, and keeping the client happy is the priority, no work is ever going to get done if someone with a lack of integrity and work ethic is allowed to stay in a position they do not belong just because they have a PERSONAL relationship with the client.
4. High turnover within the small “team” – since I have been with Guidehouse, there have been three employees (including myself) that have come and left (with a sense of urgency). This is mostly due to the toxic work environment that is created from the X mentioned in #3. Colleagues are allowed to manipulate others and snidely belittle them behind their backs, but again – “…they have a good personal relationship with the client.”
5. Not a lot of room for growth even though it's stated otherwise upon hire – Someone could manage a whole project or several projects with ease, but they will not get promoted unless there are more people on a team. Being that this specific “team” is very small (internally) there will likely be no room for promotion until another contract expands the current scope and ventures into other areas.
