A peter principle's real-world example of company - Engineer AKT II Employee Review

A “wannabe” mid to large size company currently having growing pains and is still stuck with a small company upper management style Very top heavy structure, with young and inexperience senior staff ( really, how can someone be a technical or management director with only 10 years of experience?) Peter's principle is well evident in this company: Most of the staff have now reached their level of incompetence and inexperience (especially at the senior management level), due to "forced" and early promotions This is because the company is reluctant to hire experienced people for mid to senior positions because it is "easier" to manipulate and format junior staff to become "Yes-man" staff and to integrate better the company's "cult" Salaries are not matched to the current roles and responsibilities. They are only based on years of experience and recruitment agency salary tables. E.g., a 7-year-old experience associate in AKT will most likely earn a senior engineer salary in the market (because that is what the recruitment tables say so) Annual Bonus are small and they seem to follow the same “one-size fits all” criteria to everyone. They don’t reflect individual performance. Bad work/life balance. Mental health is a real problem in this company. On several occasions, politics have more impact on the project decisions than technical aspects.