AIR MILES reviews about "office"

Politics and boys club and mean girls. Lots of incompetent leadership stuck in early 90s

A lot of restructuring Smart people don't get many chances

Poor decisions by the past leadership is making the organization suffer.

As both a long-time collector and former employee, this isn’t easy to write. Over the years, AIR MILES slowly eroded the trust of its most important stakeholders — first, the collectors. The expiry policy, the confusing split between Dream and Cash balances, and a series of decisions that benefited the business and partners more than the collectors made loyalty feel one-sided. Now, that same erosion of trust has reached employees. AIR MILES was once a culture that put people first — collaborative, energized, and values-driven. Recently, though, leadership’s emphasis on simply having bodies in seats has replaced that vibrancy. The callous rollout of return-to-office wasn’t about rebuilding culture — it's not purposeful. The result? Eroded trust and disengaged teams. It's less inclusive to parents of young children, caretakers, or if you live farther with a long commute that impacts the quality of life. Other forces — like partner exits and market disruption — mattered, but they were symptoms. The core issue was a failure to evolve meaningfully and put the collector first — and, increasingly, to put the employee first.

Management is not focused, company direction all over the place and always changing

Can be stressful sometimes, depends on manager

- Too many new associates with a loss of knowledge. No one knows the internal processes anymore and there is too much burden on the existing associates to train and share knowledge with everyone across the organization - Overworked - Very demanding from management team - A company that is acting like a non-profit organization - our share price is so low yet they spend money on free lunches for associates and make donations to charities

Classic big corporate drawbacks—promotions and raises are infrequent and slow, making it hard to stay motivated. Pay does not reflect the workload or market rates. Upper management tends to focus on high-level vision without a grounded understanding of the actual work or what the data is really saying.

Lots of call at the call cebtre