-New C suite has no experience in ECE and it shows. They see the business as a cash cow and not an ECE provider.
-Labor constraints border on unethical. Consistently asked to cut labor, which means schools cut corners and do things they shouldn't to meet expectations.
-Consistently shifting focuses and "new" initiatives that do nothing but grasp at dollars. No focus on family or employee retention unless individual districts or schools drive that.
-Increases are few and far between. Rigid hiring rates means that we cannot pay for experienced candidates. That means we are left with less than educated teachers who cannot meet the demanding job expectations.
-Upper leadership dismisses concerns. Why have us do a survey and then do nothing to make the culture of the organization better?
-Spent millions of dollars for an outside contract to tell us to drop a word from our name. That money should have gone into investing into our schools!
-Top heavy Support Central partners constantly clog our calendars with meaningless invites to discuss things we can't possibly have time to care about (like schools who did not complete the menu correctly). No respect for District Manager calendars or time.
-Expectations are wildly out of sync with the realities of the market. We are supposed to grow 5 children per school per week in this economy? How about realistic, market-based expectations?
-District Managers are not trusted to make decisions with their teams. Instead, we become forced mouth pieces for C suite initiatives. Creativity is dimmed, not celebrated.
-Bonuses are structured in a completely unattainable way. When you ask questions about why the budgets are structured how they are, you are told to stop asking and start doing.
-C suite and other high-level leadership is filled with buddies of the CEO. No incentive to grow in the company if you are not retail-based. Several peers have been turned down for jobs only to find out that a C suite leader's former coworker (from retail, or vet clinics, or wax clinics!) got the job. "Good old boy" system at work here.
