Extreme toxic politics and favoritism. HR practices the maximum possible hypocritical standards, while preaching to employees with cliche trainings. Growth programs such as nextgen leaders are not broadly communicated, and there is limited visibility across the employee base regarding eligibility, nomination, and selection processes. Many employees are not aware that these programs exist. Selection is only by proximity to leadership or informal connections rather than clearly defined and consistently applied merit criteria. These tools are just reserved to apply favoritism with fake merit scores with no fairness and consistency or equal opportunities for all. Lack of consistent application of HR policies and processes across different levels of the organization. HR shows blind obedience to every leader who only stays for 2 years or less, and not to the company or employees who are the backbone for the company. Performance and merit are ignored, there is a very visible inner circle around certain leaders, and their actions loudly and intentionally say favoritism is their brand. No flexibility for employees with childcare, elder care obligations, or medical accommodation, and such requests are subject to heightened scrutiny or inconsistent approval processes, or passive aggressive retaliation. Lower level management is pressured into taking serious high risk decisions, while there is a lot of hesitancy among most of leaders to take formal accountability for compliance related decisions, with clear sign offs. Lot of closed-door, unapproachable and unavailable leaders, who never show up for client meetings, compliance meetings or any other high stake meetings important for the business. They hired a top heavy highly paid CI team, who conducts very loud meetings in shared areas, with zero care how their loud meetings in shared spaces ruin focus and disrupt everyone else's work. These folks do not contribute to any department work and help out, or resolve any real problems. Instead of spending huge budget for such teams, they should spend that budget to get more licenses for software, or equipment, or hiring for core teams who actually bring the money and add value to the company.
