Organizational Instability and Turnover: Frequent, large-scale organizational restructures and shifts in strategy have created significant internal instability and disruption over the last year. This has been compounded by high voluntary turnover among long-tenured, senior employees, leading to a critical loss of institutional knowledge and industry expertise.
Resource Imbalance: Following workforce reductions and departures, current resources and support do not match operational demand, resulting in a high-stress environment and unsustainable workloads for remaining staff.
Compensation Disconnect: Compensation levels are generally not competitive when benchmarked against local industry standards and the high cost of living in the Denver area. This reality creates a significant disconnect between the company's stated mission and the financial reality of many dedicated employees, severely eroding morale.
Leadership and Alignment: Recent leadership appointments and strategic shifts have often prioritized individuals based on alignment rather than proven industry expertise, particularly promoting staff into managerial roles where they lack foundational departmental knowledge. Ironically, while "deliberate practice"—a core company philosophy—emphasizes continuous feedback for improvement, leadership demonstrates a resistance to receiving and acting upon internal expertise or critical employee feedback, completely undermining this principle. This actively slows down work, as seasoned staff are frequently pulled away from core responsibilities to educate leaders on basic workflows, further exacerbating resource constraints. This has led to a perceived lack of trust and clear strategic direction.
