I won't shy away from this, at the Salt Lake City location I easily saw promotions and hires preferentially to those with families and faith. As if having a family means you deserve higher pay or 'the fast track.'
In 2017, the insurance premium doubled. Don't get me wrong, it's great insurance, but they increased the cost to employees because their profit was lower than projections.
There is a lot of employee turnover.
Unrealistic understanding of modern salaries and basic standard of living. Workload is always high, as they merge and cut departments to ensure they don't overstaff... But overtime is frowned upon, so improvement projects do not get done.
It's pretty clear that recent negatives reviews have spurred management to encourage positive reviews from choice happy employees, and to selectively respond only to positive reviews.
Rather then thinking forward and preventing problems, I saw management as reactionary, and like to "slam down" once a problem occurs, and find someone to blame. The company makes legal mistakes that cost them money. Managers are old, patriarchal, and not aware of new standards to motivate employees.
The review process, which is only once a year, is completely subjective, determined, and based on employees setting their own goals and reaching them. Their goals are often hard to complete since it requires coordination, and interdepartmental communication is weak. This leads to low hanging fruit for goals. The direct supervisor is the only one with an influence on the ranking, 1-5. Sometimes, only a few 1's and 2's are allowed out per department or shift, and the best rankings often given by seniority or employees the supervisors know best. This biases against new hires, leaves everyone else to bad rankings, a decreased raise, and the inability to be promoted.
In my time I saw several employees leave and be hired in HR, which always makes me nervous of monkey business, many things get dropped with no clear transition. Per policy, people are escorted off the premises when they are let go and it's very dramatic with lots of hushed speculation, even though its pretty mundane in reality.
High turnover in entry level roles. The ones that leave are often very good, leaving behind unaccountable, untrained, and lazy employees.
Could definitely promote and use the research department towards publishing and advancing science to a more significant degree, rather then focusing on the bottom line, investors and big businesses as usual.
Lots of favoritism, combined with a huge lack of training for supervisors, and managers. I saw a huge cult of personality for the old CEO, and not a day goes by where people aren't conversing about poor stocks and their investments.
I received little to no training at my role.
In my 2 years there I saw zero sign of career development plans, this is new and unproven. You must work through your direct supervisor or 'manager,' needless to say, there is no standardization that is followed. The promotion tracks internally do not mean those promotions will be granted once requirements are met. You must seek and chase your own opportunities. My exceptional manager (one of several managers I had during my 2 years )was able to help me connect and shadow, but I only felt welcome in the medical services (customer service) department, elsewhere in the company there are many of those with weak people skills, and much peer to peer conflict. There is no control, metrics, or guidelines to how a manager decides to rank their employees. Sabotage occurs.
I have an advanced degree and not once was my knowledge necessary, utilized or valued. This job did not further my ability in my field.
I saw QC one time, and they weren't paying close attention.
