UScellular reviews

LT became the CEO and transitioned the company away from the culture and foundations that were established internally. Developed it into a machine that disregarded the value in what employees and the previous focus on hiring for culture fits. They fail to see tenured talent, if you excel above your peers you're held to a different standard versus the rest of the team. Leadership from the store level up are self serving and utilize their position to craft a work life balance for themselves while disregarding it as a factor for those they lead. Performance reviews have a grading system that they don't use to factor into merit increases. In practice and on paper from competencies to goal attainment you could exceed all metrics, and your merit increase will be lower than your peers who received an overall rating 2 levels lower and ignore guests.

Pay has become problematic over the years, especially for associates. It's difficult to tell someone they'll earn less for the same work because the company can't afford it anymore.