-Transferring or being promoted is a long and tedious process. Must receive special permission from your manager if you apply out of your department and haven't been in your role for one year unless you're receiving a promotion in the same department. HR or management almost always seems to have a candidate in mind that has basically already gotten the job before it even opens to others. Qualifications listed in postings seem tailor-made to a specific individual, and thus if you can't speak conversational Italian, type 120 words-per-minute one-handed while on fire, have this license, that degree, and that random direct experience all at once you won't be seriously considered. The ability to fly and be in two places at the same time recommended, but not required. HR recruiters are lovely with outside applicants but when it comes to internal candidates they seem to drop the ball - rescheduling interviews, and not getting back to candidates with a yes or no answer, but management can also be blamed. Extremely competitive. Internal candidates are always "encouraged" to apply, but rejection is common or expected at least the first time applying to a position. Seniority is overrated, top performers take a backseat to those who have been there longer. Many people just stay in their role and accept it after being turned down for many opportunities which results in a cycle of mediocrity in some positions/departments. A fresh set of eyes could really make positive changes for the company and individual.
-"Payroll leaks" that have given up on career advancement drive down morale in combination with leadership failing to hold the lazy employees accountable. Most employees are dedicated and perform, others just scrape by every day without being fired and feel that's all that is required of them. Employees that do the bare minimum hurt the team because they have to be monitored so closely and strictly. Many employees do not need close supervision, but a few bad apples can ruin it for the whole department and this results in micromanagement of everyone. Morale is low in some of the call centers, and sometimes you feel like a pawn or robot more than a valued employee with ideas and suggestions on how to make the process better. Management likes to get feedback from employees, but almost as a way to make us feel "important, and listened to" rather than actually implement changes in procedure and policy.
