Reward Structure Needs to be Evaluated
Pros
Depth of resources. Benefits are very good and relatively low cost. Strong onboarding. Fairly easy to get things done. Strong client focus. Few boundaries on employees. Some very good people. Strong focus on I&D (inclusion and diversity) - though often more "talking the talk" than "walking the walk" (i.e., diversity is promoted, but if you look around the offices, there is actually little diversity) - perhaps the talk will lead to action at some point.
Cons
Two years of mediocre bonuses - those that met expectations generally received 70% to 90%; those that exceeded at 95% to 115% (in the past those that met expectations were ~100%); consequently, little incentive to put in the extra effort. Work-life balance is difficult; certain areas are woefully understaffed and 60+ hour workweeks the norm, particular in busy season. Also many staff are underpaid, particularly with individuals that have worked here a long time. Rather than fix the problem, management waits until someone quits and tries to save those that they are interested in saving with a pay increase. By that time, too late - staff disengaged. Very "political" - often the best person does not get the job, but the most politically connected does. Also many role assignment missteps after each merger - 2010 and 2018 in an effort to be "fair" to each legacy organization - taking a long to weed out individuals that are not appropriate for the role they are in.
