We lost lots of good people in the last year because senior management just doesn't care what we have to say. A new employee pointed it out succinctly in their training "if we increased client count by 30%, lost all our experienced employees during that time and replaced them with entry level workers, how are we supposed to get this project done, when it was already a photo finish last year". Management is often more concerned about playing politics and looking like they're in control, than actually leading anyone anywhere. But hey, "there are no roles at ACA, the work you do has nothing to do with your job title, and competency at the role will get you nowhere" - real things said to me by different directors. You will get farther here by being a parrot who repeats the leadership slogan of the week, than by learning the job at hand and excelling at it.
Return to office coincided with construction in the office, why? Exposure to bare studs, excessive dust, paint, and flooring chemicals. When we still worked from home 2-3 days per week and significant portions of the company were still remote. But we had to be in person to collaborate with leadership who wasn't even in the office to begin with. The absolute worst part was commuting to an office to spend all day on Teams calls anyway, even if the other person was in the same office. For "collaboration" really it was an order from the PE ownership company, and leadership forced compliance without discussion so they would look obedient.
Performance reviews, promotions, bonus allocations are all BS. ACA struggles to collect revenue because of their antiquated systems, so budgets are determined at the last possible second. Promotions are on a 6 month cycle, but they can open positions and hire external whenever they want without consideration for the existing staff. If the budget isn't there but you still did everything perfectly, well, just keep it up and we'll see about it in 6 months, oh also can you take on even more advanced work in the meantime?
