1) The way the company silos the three main technical divisions is such a disservice to the company. It does not allow for cross divisional collaboration. Leadership is too cautious to stand up to the vice presidents because their reputations are one of URC's main assets. Because of this, business development, professional growth, and overall leadership and mentorship to junior staff is sorely lacking.
2) Turnover is well over 60% because low- and mid-level staff have inadequate support. They are worked until they burn out, and then they leave. Supervisors do not have proper training, business development overwhelms everyone's workloads, and work-life balance is nonexistent.
3) Financial compensation is well below industry standards for junior staff, yet at the same time senior management make well into the six figures. Professional growth in the company is skewed for staff due to favoritism, nepotism, or sucking up to leadership.
4) The company has been around for 50 years, but has yet to get in the 21st century on business practices. The most notable one is leadership's disregard for being environmentally conscious. In the company's recent move, leadership disregarded multiple staff members' requests to be more green - especially in regards to the use of reusable dishware in the kitchen to reduce paper waste. They also don't support telecommuting or flexible work schedules as much as they could. With today's technology, this should be a given and not something you have to fight for.
