No accountability at Skupos - Mistakes are constantly made or critical information isn't communicated to the teams that need it. Then no one actually takes any responsibility afterwards.
Being a “product lead company” where those teams demand involvement in every initiative they can, but are incapable of efficiently working with others or meeting deadlines consistently.
1. This causes many downstream effects on the customers and our partners.
Teams focus more on the performance of other teams besides their own. They constantly question processes, decisions, and ask it to be justified with additional data/examples that eats up the time to do your actual job.
A lack of leadership is prevalent in Skupos. People are hired for their success in an area, not because they know how to lead people. Investing in leadership is something Skupos has done once, and managers couldn't participate because they couldn't afford pull off from their day-to-day work.
Career opportunities are nonexistent:
1. Job expectations change weekly with the excuse of Skupos being a "fast-paced" startup to justify it.
2. Positions have been removed after someone has accepted it (internal promotions specifically).
3. Leadership expects employees to work roles above theirs without promotions or changes to position.
4. Would rather outsource a position, than promote or backfill roles.
Leadership continues to incentivize/call Skupos CUSTOMERS to ask them to use the Skupos platform that THEY PAY FOR.
Most of the company has minimal understanding of how the product actually works, or what it takes to make it successful.
1. Products/programs are built without the customer in mind.
2. Feedback from field teams isn't considered in product planning.
Bandaid solutions for problems - not scalable approaches.
1. Would rather throw another offshore team at a problem, then attempt to actually fix what’s causing it.
2. Everyone can understand trying to save money as a business, but not at the cost of the mental health of your employees.
Skupos DOES NOT backfill roles and expects the employees who stay to take on that burden, usually as a “growth/learning opportunity”.
