There's no real training. Under former management, at least we had daily meetings where we could work alongside a more experienced teammate to ask questions. Under new management, this is highly discouraged as they try to build their own training program that requires "less hand holding." However, our system is so complex that new hires NEED guidance. Even people who have been here over a year still aren't familiar with all the program capabilities, limitations, or protocols.
There is a HEAVY emphasis on hitting metrics. While I understand the importance of standards, there's no real grace, understanding, or advice given to truly hit metrics. Just a "Work harder and focus better." It doesn't matter what other responsibilities you take on or how difficult the tasks, you're expected to turn out the same numbers as someone without the same number of meetings or responsibilities.
There's also little room or opportunity to advance. You would think that people would move up quickly in a startup that's growing faster than it can scale or accommodate. Not so. LP prides itself in only hiring "the best" ... but it doesn't seem to want to advance any of these best, top notch employees.
In fact, folks seem to leave here within a year if you're in a "starting" position and in less than 3 if you're higher up. The only folks who have been here longer than 3 years are the ones who built the company. And there's little planning to speedily and smoothly replace those who leave or are removed. They take months to wade through applicants and fill positions. Again, expecting the remaining team members to meet metrics and to serve clients in a swift and efficient manner while not have the manpower to do so.
The clientele is generally demanding and difficult to please. These are not true crises by any definition, but you'd think buildings were burning by the panic and fury we face daily.