Kering, A Non-Caring Company: Low Morale, Low Pay, Favoritism, No Training, High Turnover - Anonymous employee Kering Employee Review

New hires and current employees are not given proper training to do their job, and there is lack of resources or time to partake in training because there's tons of work to do. The problem is you need training to do your work, and you can't work correctly without the proper training. This vicious cycle continues. A nice catch 22. Adding on to training issues, there is huge turnover and the employees who left, took their know-how with them. The managers are clueless on how their direct reports completed tasks. If the managers do know, they aren't sharing this information, or are not willing to take the time to share. In my experience, it's a mix of both. There is rampant favoritism with the work from home policy. Some are allowed to work remote permanently, and others are free to come and leave whenever they please. Some are stuck to coming into the office on set days and are reprimanded when they try to exercise the same liberties their colleagues are allowed to exercise. Salaries are way below market value (20-30%) compared to competitors which is another driver for high turnover/low morale. We are asked to do more with less workers, and for lesser pay. There is a clear us vs them divide when it comes to managers and direct reports. Managers silo themselves away from regular staff. If they can't work from their office (it is shared with other managers on a booking system), then they refuse to sit in the bullpen seats (open concept seating) amongst regular staff, and prefer to work from home. They're "too good" to work amongst regular staff in readily available bullpen seats, so they work from home instead but require their direct reports to come into the office.