First, executive leadership is reactionary with implementation of its policies. The latest example of this is HR requiring employees who have been working remotely throughout their tenure to now go into an office if they live within 50 miles of the office location, ostensibly to encourage greater collaboration. However, none of the people with whom you would typically collaborate would be aligned to that office because remote employees work with colleagues based all over the country. Therefore, many employees are being compelled to commute many miles, for what could be hours depending upon traffic conditions, to sit in a cube and collaborate via Webex with the same people they would be collaborating with from their home office. All this feels like a disingenuous way to reduce headcount without having to do layoffs and pay severance. Second, though management touts "talent mobility", it can be extremely difficult to move up within the organization if you are not willing to change departments. Instead, employees from outside your team are given preference for promotional opportunities or, worse yet, external candidates are hired over more talented and skilled team members. There is a culture of favoritism when it comes to career progression - anyone who is not willing to participate in office politics will only get so far in this organization. Last, there is a constant churn of employees from all levels leaving the organization, by choice and otherwise. When you see frequent significant changes in leadership and management and downsizing/offshoring of teams and departments, it is disconcerting to say the least. And because effective downstream communication from leadership is inconsistent at best and nonexistent at worst, the average employee is left to wonder what the heck is really going on.
