Very poor personal communications ("real communication") at all levels. From all levels, the preferred methods of communication seemed to be "e-mail," text messages," overall "broadcast messages"--anything at all to avoid direct face-to-face communication (or voice-to-voice communication, when working remotely) with the employee. Sad to say that my direct manager was probably the most introverted member of our team and appeared to absolutely hate to deal "directly" with an employee. Human Resources ("HR")--How ironic. It would seem that the HR department of any company, any company at all, would be especially sensitive to the needs of the employee, and the needs of the employee to communicate with "the company." In my experience at Magellan, I found that the HR "personal" connection was virtually non-existent. Any attempt at direct communication with HR was always fronted with a requirement to "leave a message," "click on a Web site communication link:" or otherwise "leave (some sort of) message. And after following such requirements, you would indeed consider yourself lucky if you got any kind of response at all from them. Within my specific division, for two full years I tried to engage my division's HR rep in phone conversations about concerns I had at the time, but to no avail--In those two years, this HR rep made no attempt whatsoever to contact me re: my concerns. (Got one "e-mail response, early on, but thereafter, zero attempts to communicate with me--sad to say, but after all that, I can't even recall what her name was, she turned out to be that insignificant to my overall concerns.)
"Leadership"--In almost all levels where I was in a position to observe, people in "leadership" positions were in most cases just "administrators" and spent most of their time "administrating" and very little time in actual "leading."
