Unfortunately, Continental has become so large, it has not found a decent corporate integration strategy. Information certainly stops at a certain level. In the last 5 years I was there, disconnection between groups and specifically business units led without any guidance, which then turned to management crushing anyone to get ahead. In addition, Continental is impregnated with processes that get processed by additional processes, that in the last 3 years, it crippled output. In the last group, I had the most self-serving manager I ever experienced, who in the first month of starting in the group, told me that I could not use exclamation points in my emails, as it didn't reflect well on him. A sign that it's going to get worse, and it did. But, I stand in constant applause that he was able to get his promotion. Lastly, all of the sudden going from a decent balanced HR policy, it suddenly became a tumor. Employee retention policy is in order to get your earned bonus for the previous year, you had to work for almost 6 months into the new year to get the previous years bonus. At that point, you earned half of this years bonus. You quit 1 hour before that date, you relinquish any earned bonus, not just that year, but the entire previous year. Amazingly clever, yet lacking a soul and zero care in those managing and delivering all their assets. Even better, Continentals HR policy for advancement. Quit, go to another company for a year, then come back with a 20% raise for the same job you did before. Otherwise, you'll get your 20%, just installments of 1% per year, for the next 20 years. But don't worry, it's all in some document somewhere, just not accessible. I eventually researched on and off about 2 months to find one policy I had a question about. I've been told that there might be a pay-scale reference per job, but I was told, by HR, that this is not information we can access. It's just a bit sad that a new-hire, with much less experienced is valued with a much higher salary, just to bring him onboard. It never bothered me, but gave me a perspective on what Continental values in their people. Do what you can until it becomes illegal approach. Maybe that's how things are now-adays. But, it's also the reason I left unfortunately, after almost 20 years. But hey, they took me to lunch. It was scribbled into a lunch for a new employee hire, I just love it. I still have friends there, so please Conti, stop acquiring businesses and fix some internal employee issues. You're welcome, and I hope the best of luck.
