Expedia Group reviews

-Constant re-organizing. Some managers are great, others not so much. A LOT OF FAVORITISM across the departments. Very little chance for people to really climb up the ladder unless you know someone. Hiring process is poor on feedback to both internals and externals. Updates in the hiring process for internals are not provided as promised. Internals declined for a job are given no direction, and just default messages from management when feedback is requested. COVID also has limited many prior andvancement opportunities. -Gaps left by people leaving are not being filled or are olnly being filled by temps. Very hard to get hired onto. As a temp your contract can be exteneded for up to a full year even if your manager begs to get you hired on there is a ton of red tape! Once hired on they often do not increase pay above $16/hr unless your hired onto an evening shift with differential, or to a position above entry level. -Lack of appreciation and acknowledgment from the company, unless you are in a highly visible role. Yearly raises are small and often around 2% which is under the average of 3-5%. -Many legacy systems companywide that are in flux to be replaced allowing for many roles to become obsolete over the last couple years, and going forward as well many positions will be replaced by automation programs. -Many work programs offerred such as mentoring and ways to advance your career, but no assitance to get employees that are in "24-hr depts" or "Necessary Operations" time to access them. Constant quarterly reviews, and 1:1s that act as fluff waste more time than being productive to an employee's growth & development. No assisstance in finding better positions within the company if your current position is not a good fit. -Lots of push for Inclusion & Diversity, however very few POC or women in positions other than at entry level in the MO location. No focus on helping those in minority groups excel as far as internal employees even when they've reached out to HR or upper management. -No work life balance taken into consideration for families with children when it comes to shift bids in depts where shifts are required. Tenure & Metrics are main drivers for shifts. Deptarments with shift bids do not rotate enough. -For a travel company that could allow people to work from anywhere in the world and be happy, they fail. We've all been working from home since the pandemic started, and they are implimenting a mandatory hybrid schedule as come mid-January despite a new variant in COVID surging around us, but expect the vaccination requirement to put us at ease. -Metrics are not always accurate between managers, and employee dashbaords causing a "black box" effect. Managers are not being transparent with the employees as to their place within the team only where they are with the required metrics which only promotes micromanaging. Woork is very transactional and instead of wanting high accuracy more transactions worked seems to be better. -The bookings worked int he FRAUD department are not worked in a feasable order, management is more concerned on working on the programs versus getting them to filter appropraitely. Bookings should be worked by TTE, but are often worked by booking date which results in many bookings we review being past check in. Also too many programs are used to review bookings, they say 2022 this will change, hopefully so. -The Springfield office is the least paid attention to office in the country! Worldwide all of the other offices have many varying perks and the facility needs renovations updates and perks that are comparable to others.