- Compensation for mid-level and senior engineers and designers is way below industry average.
- Unclear career paths. Employees are mostly promoted when leadership feels that there is a risk that they leave the company. Most supervisors are unable to articulate why somebody gets a raise and why somebody doesn’t. It seems that the best way to get a raise is to be a good friend with the top management and to focus on people leadership. High quality engineering and design work doesn’t enjoy great appreciation in this company.
- New recruits are prioritised over existing employees. For example, when salary ranges are adjusted, existing employees don’t get the increased salary until they are promoted to the next level. New recruits, on the other hand, get the increased salary immediately when joining the company.
- Incompetent HR - when people leave the company, HR doesn’t give the right amount of holidays to an employee by default. An employee has to insist on getting the right amount. This has happened to several employees which means that the HR is either severely incompetent or breaks the law on purpose (or both).
- Projects can be stressful, are often boring, and provide little learning opportunities for people who aren't interested in people leadership.
- Incompetent leadership - Leadership don't have a proper strategy for competing in the market (or they are really bad at communicating it to employees). Besides, leadership seem to drive reorg initiatives to not create a better company, but to give people fancier titles.
