Promotions are quite frequently based on "who's been here the longest" and how popular someone is. Based on how many "awards" someone receives at the yearly company holiday party, you can tell who will be promoted next year (ex. "Most AMS spirit," "Most likely to be CEO," etc.)
Raises and bonuses are almost non-existent, especially if someone comes through the Foundation Program - Employees that go through the Foundations Program will likely wait at least 2 years before being considered for a promotion even though many of them will be doing the job of a lead sourcing specialist at the sourcing specialist pay grade. AMS Cleveland employees did not receive a yearly bonus for 2015.
Gossip and corporate politics run rampant even at the management level, there is an open environment so there are a lot of whispers, texts, booking of meeting rooms to talk about other people's performance, personal matters, annoyances, etc. Management frequently confides in direct reports on their team regarding their other direct report's performance and things that "annoy" them - not professional. Retaliation is a very real thing at AMS so most of this actiivity goes unreported.
HR and senior level management is a bit of a joke, nothing is confidential and when you report misconduct that has occurred at the management level, do so with caution as you will likely be shunned or outcast. Things that are said to stay confidential behind closed doors are often shared.
Strong accounts have pulled out. People are leaving in flocks. No attempt to keep the good people.
Little to no focus on diversity and inclusion.
Differences in work/life balance flexibility by account. On some accounts, salaried exempt employees are required to work strict hours but sometimes asked to stay late, come in early, or work through lunch (if account gets busy or if there is an account or AMS related meeting) and are not allowed to flex their time to accommodate those requests. No OT in those circumstances either.
