1. Middle Management is comprised of weak leaders:
Employees dissatisfaction is huge (as is evident by internal surveys) since most managers are in-competent to lead. At the District, we tend to promote people who do well in their jobs - that does NOT mean they how to lead.
Employee Con: You usually will end-up working for a Boss, whose sole goal is being a task-master and in reality has no interest (or incentive) to help you grow.
2. The Employee Review system is broken:
District reviews are basically - "Performance based Pay"; that too "as seen by the boss". There is no peer-review, no uniformity of Job-standards (job-standards are outdated and really have no relevance to the actual work assignments), most importantly very little periodic feedback built into the current review process.
Employee Con: You will have reviews where your entire years work will be forgotten, just because you forgot to 'put the new cover-sheet on the TPS report'
3. Everybody operates in Silos:
Executive blames Nursing, which constantly blames Recruiting, which blames IT, which blames HR, which blames Executives!
There is turfing at the District, of the magnitude that I have never seen before. IT folks think they are the smartest employees at the District, while Nursing folks believe they are sole bread winners and hence the world should revolve around them. The executive leadership has failed to create a united vision where everybody cheers everybody on.
Employee Con: You will have to deal with a lot of distrust
3. Few Employees have pride in their work or employer:
When I was hired, hearing David Lopez really inspired me since I really thought I was signing on to a great mission. That inspiration was very quickly diluted hearing and seeing most employees and especially managers. There are hardly people who genuinely believe in the great work that is being done by the District.
Employee Con: You will typically end-up with highly demotivating co-workers.
