-Unclear expectations and goals set by senior management. Often conflicting goals set by different senior managers so it's difficult to choose "which to follow". -Disconnect between mid level managers and senior management on which management tasks are assigned to each level (each level thinks the other is doing things), resulting in poor project performance. This results in a rotating door of customers due to general dissatisfaction when partnering with EPD for business. -Lack of incentive for success. Company goals need established and communicated clearly and then followed up by a annual review and bonus structure to motivate people. -Lack of retention programs. As mentioned in the "pros" section, many employees are afforded a chance at EPD when switching from other industries or just starting their career. This does not seem to be followed up with a formal career advancement conversation and these employees unfortunately seem to continually move on after a few years and learning the ropes, resulting in a rotating door of new / fresh professionals. As the company structure operates now there seems to be no "system" for advancement other than entertaining a select few senior managers as well as the CEO in order to gain their favor for promotion.
