Leadership: So set in their ways. It's like one step forward, two steps back with them. Yes, some things did change like finally letting employees wear jeans to work, but it took too long to get there, and that was such a small change they "allowed." They're so focused on the bottom line and how much revenue they can get that they forget about the people that make all of that possible -- the little guys. People in lower level roles work so hard and are so dedicated to their work. It's definitely appreciated by peers and their managers, but not by top management, especially if you're not in a money-making role (like a products or sales role).
They also need to adjust expectations. What do store employees get for meeting sales quotas? Being told to sell double! How will they get there? By throwing compliance out the window! And then management wonders how this could happen. There's no praise for good work done. Only: Do more of it. There's some great leaders in the support centers and field, but a lot of them have their hands tied by what's dictated to them.
The number of extra unpaid overtime I worked (including holidays) was never recognized. As long as the job got done, right? A lot of people working long hours, late nights, weekends, etc to meet deadlines, while others are not held to the same standards to meet a deadline. Every department is different. Again, it depends on whether your department is a money making one. Every department contributes to the success of the company. Management needs to remember that. Otherwise, you'll continue to lose really good people and talent. A simple "thank you" goes a long way. If I heard that from execs more often, I might have stuck around. Instead, I was made to feel like my role didn't matter. Ironic since the company slogan is "For All That Matters" or "Because You Deserve Better" (depending on who you asked). It's actually a running joke at PLS that those slogans don't apply to employees.
