- Not being included in mentoring programs = harder to "climb up"
- Favoritism and cliquey; I mean, it's the Midwest, and it's so cliquey here that it doesn't matter what you know, it's WHO you know
- Outdated systems: bridging issues at Kohl's is constant and quite embarrassing. It delays the whole operation and supply chain when data is not being transferred from one system to another. Every day is a battle between submitting tickets and going back and forth with external partners, trying to explain that the system just sucks and it's literally above our pay grade.
- Weird internal movement/development guidelines; they would likely hire someone off the streets rather than support internal employees, which is weird because wouldn't it make more sense to hire someone already familiar with the systems than someone completely new? And why does one need the current manager's approval to move on to another department? What if you're not one of your boss's favorites, but you are a great asset? Does that mean they have to sit there suppressing their talents due to someone's opinion? It's no wonder that people are leaving Kohl's, and the only people who are staying behind are the ones who are still nostalgic for what Kohl's used to be.
