Constant talk about development (Hilti calls it MyDevelopment or MyD) feels more like a recruitment and retention tool than anything else. It keeps people thinking they have a shot at moving up, but honestly, the real opportunities seem pre-determined. Promotions mostly go to the people already in the company’s good books. There aren’t many roles available, and it’s not necessarily the most capable who get promoted but it’s more about who’s ‘well-liked.’
Doing a great job doesn’t mean you’ll move up. It’s more like, if you fit the mold they’re looking for and also do well, you might be considered. The ones who stick around tend to be either those favoured by management or the ones happy with going through the motions and coasting through. Way too many people doing the bare minimum to hit targets, content with enjoying the company benefits (i.e.: generous leave entitlement). Unfortunately, some of the best talent tend to leave.
Executive Management Team changes frequently. It's hard to feel settled when leadership is constantly in flux.
Another issue is the lack of inclusivity. There are times when certain teams communicate in ways that exclude others, which creates divide and makes collaboration difficult for those who don't understand. This lack of respect for inclusive communication which is prevalent in the Company makes it harder for everyone to feel like part of the team.
