1) No professional development opportunities or career discussions - After way more than a year, my manager has not talked to me about a path for internal promotion or what I should do in terms of self-development. Interos managers either don’t care to develop employees or lack the ability to do so. This is a common experience among non-manager employees.
2)Obsequiousness is valued over competence-The only way it seems to get ahead is to be part of the “in group” that constantly praises senior leadership and talks about how great it is to be part of “One Interos.” Many of the truly competent people have left or have one foot out the door.
3)Sales staff turnover -Because of layoffs, the sales staff has turned over at least 100% in 15 months. No business can be successful if its sales team turns over that much. The Chief Revenue Officer was recently fired, But it is not clear if that action will fix anything.
4.Minimal Human Resources support-The one person at the firm with multi-year HR experience and deep HR expertise left recently. The SVP of Talent and Operations has no background in Talent or HR.
5. Bad employee evaluation system and no clear objectives.-The entire employee evaluation system is based around a crap book called “The Ideal Team Player.” There are lots of great books on which to base evaluation systems. This is not one of them. Also, my manager did not set any goals with me at the beginning of last year. I have no idea why I received the rating that I did during employee reviews at the beginning of this year. And my manager set no goals or expectations for me for this year. This is probably connected to point 4 above.
I am stopping at five. I could name more.
