Before we start with the cons, just know that HR is going to clap back on this with a canned response about how approachable and open to feedback HR is that I should email them to talk further. What you won’t see is, the “open door” policy touted here is bogus. There’s no actual interest in feedback from us. Additionally, if any of us were to air any of our grievances to HR, those would immediately be relayed to leadership, along with our names, and we’d be blackballed.
Leadership has so much disdain for their employees that when the board of directors from the private equity firm that owns a big piece of the company are visiting the Denver office here, employees are NOT ALLOWED to walk through the main entrance past the main conference room where they might be seen by The Board. This has happened not once, but twice in the last year! We’re seen and treated as an ugly necessity of business. Almost the way dirty diapers are a necessary consequence of raising children.
A Glassdoor rating so low that in 2017 leadership sent a company wide email “encouraging” (read: telling) us to go leave a positive review. (Look at the rating history trend and see the anomalous upward spike for yourself.)
Most (but not all) members of leadership are so blinded by their egos they cannot see that THEY are the proximate cause of the astoundingly high levels of employee turnover and employee dissatisfaction. Yet they’re so capricious that they blame it on those who leave instead of looking in the mirror. This is done by attempting to manipulate us by telling us how we should feel, as opposed to actually listening to us. Sure, in some cases it is simply not a fit or the bad attitudes of the leavers, however in the bulk of scenarios, it is YOU…not us.
Dictionary definition of “hypocrisy” when it comes to empathy for their own employees. They talk a good game about this, but in practice, have precisely 0.0% for their own employees, and only marginally more (0.1%) for clients. (I have measured this with my Empath-o-Meter * patent pending *)
There absolutely no interest whatsoever from any level of leadership in: feedback, ideas, and/or opinions from employees, and they tell you that from the get go. If they could, what they’d really say to you is, “Sit down, shut up, do your job, or leave,” while proudly waving the middle finger in your face.
You will have positively ZERO work/life balance when you work here, especially if you are a COL/Client Operations Lead. They’ll tell you in interviews that it is only during 4th quarter, but DO NOT BUY INTO that nonsense. It is year-round with 12hr to 13hr days as the standard and weekend work almost always mandatory.
Industry lagging “use it or lose it” PTO program where PTO isn’t actually even allowed from Sept. – Dec.
MASSIVE turnover rate of employees. Most quit after 18 months or less, others, are capriciously fired for no real reason without a PIP.
Laughable bonus program where potentially awardable amounts don’t become meaningful until after 5yrs of tenure and where up to half of the amount you could be awarded depends on the work of others whom you have no control over. I’m sure there will be some response here about how bonuses make up “x” percent of people’s salaries on average, but no hard/quantifiable data will be shared to support that.
Raises? LOL, good luck, not even close to commensurate with cost of living increase. I’m sure there will be another stat shared here about raises being “x” percent on average, but does that include the one-time mass raise given to the call center last year to prevent a mass walkout?
No form of equity, ESOP, or profit sharing so you’re really just working for your base pay (and possibly a small bonus) and nothing more. No vested interest at all in how the company does.
SVPs dating employees. While not necessarily against the rules, a bad business choice.
RUN, don't walk, from any position at Businessolver.
