Pros
Some coworkers were genuinely talented and tried their best despite the systemic challenges. Exposure to challenges that forced creative problem-solving (though mostly due to a lack of proper resources).
Cons
No Strategic Direction: HR is treated as an afterthought rather than a critical function of the business. There is no clear vision or roadmap for improving recruitment, employee engagement, or retention. Leadership Fails to Act: Leadership is unresponsive to feedback and unwilling to implement meaningful changes. HR professionals are left to clean up issues caused by poor planning and lack of foresight. Severe Compensation Problems: Salaries are far below industry standards, making it nearly impossible to hire or retain top talent. Even current employees feel undervalued and unmotivated. High Turnover and Burnout: Employees leave frequently due to dissatisfaction with pay, lack of growth opportunities, and poor leadership. The revolving door creates excessive workloads for the HR team, who are left to repeatedly recruit for the same roles. Outdated Tools and Processes: The HR department is expected to deliver results with antiquated systems and insufficient resources, leading to inefficiency and frustration across the board. Toxic Culture: There is a lack of accountability and communication between departments, which fosters resentment and disengagement among employees. HR is often blamed for broader organizational failures. Minimal Training and Development: There’s little to no investment in the professional development of HR staff or employees in general, making it difficult to grow skills or advance in your career.