- No support from direct management for professional development of junior employees
- Abusive management
-- In one performance review my manager began the session with "you're so arrogant, no one wants to work with you."
-- Another senior leader said, "I didn't really think you'd stick around this long", which I don't think was meant as an insult, but is pretty demoralizing to hear from senior leadership
- Poor technical competency
-- When I first broached the idea of using polymorphism to simplify code and apply DRY principles, other senior developers were very apprehensive. I believe the rationale was something like, "other developers won't be able to code behind you." I can only surmise that they thought the application of basic OOP principles may have been too radical.
-- Very little use of the thread pool or asynchronous principles.
-- Little to no use of caching.
-- Swaths of monolithic code, with hundreds and even thousand line methods
- No Opportunities for Advancement
-- It seems when looking for employees to fill new roles, they don't like to promote from within. Strange thing is that many of the developers are former ITC employees.
-- Large Delphi code base, and 10-year lag in most development principles make it difficult to gain translatable experience.
- No defined performance metrics.
-- If you do really well, there is really no baseline to inform leadership of it.
- Noncompetitive Pay
-- The rates on the market for the work they want you to do are about 10 - 15% higher than what they offer as of late 2016 (even after 18 months of salary increases).
