I'll try and make my comments less caustic that others here but I do share many concerns with them.
Pay: The compensation plan is not designed to incentivize you to work harder or provide greater value to the company. Your boss typically gets a number handed to him/her and it's given to you. It has seemingly no connection to your contribution and questioning it is highly discouraged. If you are in the unfortunate position of being paid at the top of your pay level, it's common to not receive an increase at all, regardless of how well you did during the year. In spite of skyrocketing executive compensation and excellent financial results, the lack of a budget for raises is frequently given as a reason for a paltry raise. . This means that those that are happy with a job stay, and those that want a connection between performance and pay leave.
Lack of agency: Employees are frequently moved from one position or discipline to another without any voice in the process. There is certainly little/no opportunity to negotiate for an increase compensatory to the increase in workload. Hesitation to do so is met with the threat of either unemployment or having one's career sidelined. Additionally, managers of processes or people are frequently handed direction without any respect for the SME's opinion, experience, advice, ETC. I believe this is in large part due to the CEO's influence on the executive staff and their direct reports. Additionally, there is no effort by management to solicit the opinions of the employees...no 360 reviews, no skip-level meetings, no employee surveys, etc. While I'm sure someone on the third floor has seen the terrible Glassdoor ratings, I don't imagine anyone has developed a plan to solicit the opinions of those givings the reviews....the employees.
Career stagnation: There is no apparently no method to develop one's talents in order to move up the ladder. Because people are seemingly appointed to the choice position at random, you can't plan to gain experience in various disciplines to increase both your business acumen and your chance of promotion.
Attractiveness to new talent: The company is woefully behind the times in terms of schedule flexibility, opportunity to work from home, smart phone deployment, and just about everything else anyone under 50 places value on.
