* Suspended FY2023 merit increase with no planned back pay. ETL’s make-good attempt is announcing an average 4% merit increase if FY24 targets are met. Note: 4% is not an across the board raise for every associate. Previous company I worked for gave all associates two years of merit back pay coming out of the Great Recession.
* Absence of intentional HR-sponsored succession planning/career advancement roadmap.
* Direct manager lacked skills in coaching and developing their direct reports. Did not show interest in direct reports’ professional goals.
* Direct manager should never have been placed in a role leading a team. Team expressed specific concerns directly to direct manager and the direct manager dismissed the concerns and gaslit the associates, Associates expressed concerns with the 1-over-1 manager who indicated it would be addressed. No performance improvement was noted and the 1-over-1 manager never followed up with associates (which is something that can still be safely done while respecting individual privacy).
* Promises were made to improve technology systems so the team could actually do the things that ETL claimed was being done.
* Hiring freezes, and I assume job postings (in attempt to improve morale) with no intention of filling.
* Multiple, but regular and on-going, rounds of layoffs in small enough impacted groups such that news does not get to media.
* ETL short-sighted decisions on eliminating entire business silos without any strong and effective transition plan to ensure essential business continuity.
