1.) Toxic, corporate “team player” culture. Turn around times are placed above “team members” well-being. Expected to work past your breaks/lunch times if in a period of understaffed/overtime (yes, even letting the hot meal provided once a week go cold) to meet the turn around times. Buying lunch would seem to be the illusion of team communion. That issue has gotten better, though it was part of the history. Toxic team player culture also seeps into expectations in job performance and duties. Have your hire on outline your job duties/title! You’ll want that signed and in writing once they try adding more to your plate. They have a tendency to wrap learning new skills to add more job duties that others get paid significantly more than you. 2.) Upper lab management exists outside of the lab and a state away. This has caused lots of confusion. It is what it is, but It’s discouraging at times to not have someone higher up checking in in person often. 3. Uneasy workplace history. When I was first hired on, there was a significant turnover of employees leaving the lab. Chaos. Obviously, I knew something was wrong for that many employees leaving at once. Since being there, I’ve also seen employees fired every 1-3 months over biased and petty claims. There appears to be some racist and misogynistic trends. One comment describing ‘good ole boy’ culture in upper management which describes it perfectly. Individuals who are fired don’t seem to have clear expectations to “preform more ideally”. No one I’ve noticed get to this target stage has been able to escape being fired. 4. Needs a formal HR. I’m afraid to speak out in this lab environment. There’s no one in upper management to observe our lab environment or notices or mentions the obvious patterns of employee turnover/ individuals fired in the past year. You can easily become a target and they will fire you if they don’t like you. Only advice is play the game and be likable. 5.) Kelly Services members beware there is a trend of abruptly firing and luring harder work by mentioning hiring on —but firing these individuals. I noticed this pattern at least 2 occasions. Do what you feel but don’t overwork yourself or think getting new skills will protect you. However, Kelly Service members have also gotten jobs here so just be prepared.
