- The high level of politics in an environment that is supposed to be culturally structured to be without them.
- You won't get pats on the back or other appreciation for strong performance. This is fine, people can and should self-motivate. The problem is with the flip-side of performance perception. What it takes to be considered a performance problem is often really minor stuff. The ability to provide an appropriate level of feedback (something should come in between being told that you are doing fine and the announcement that you are fired) and the recognition that sometimes people can be successfully coached beyond a performance problem is completely lacking.
- The much-touted culture is focused solely on salaried employees. There is no truly defined alternate culture specific to the hub operations or call center groups, nor is there buy-in or backing that it would be beneficial to those groups to put a priority on building and driving culture. Doesn't have to be the same as what's published for the exempt people, but there should be an organized approach to hourly employee culture too.
- Hourly employees also have vastly different treatment in terms of rewards. Far from having daily catered lunches like the exempt staff does, there is an extreme emphasis put on eliminating "extras" and continually cutting costs in the hourly employee world. Some is reasonable but some is just going beyond what's necessary and seems like the cuts are made more to devalue the employees than to save the company money. Hourly emplyoees also receive no time-off accrual or paid holidays.
