-If leadership has specific goals, plans, and processes, they don’t trickle down to the department level. There’s no telling what’s going to get out on your plate from day to day, and priorities change at the drop of a hat. Department leaders seem unwilling to create or stick to processes, and don’t seem to trust employees. -Far too much focus on things like gifts and employee spotlights and talent shows when what’s actually needed is direction. -Zero career growth or interest in your individual trajectory. If you’re good at your job, they want you to stay there, not move on. -Treatment of employee concerns is often insensitive and waved aside -Below market wages