Executives Need to Look into TA Leadership - Recruiter US Foods Employee Review

-TA has almost zero budget for employee rewards/engagement. The only item I’ve ever received from US Foods was a mug when I started several years ago. -The 2% raise after a record year was offensive to the team, along with a non-competitive base pay already. -For years, the team has made it extremely clear to leadership that there is hardly any opportunity for advancement. Leadership has, in-turn, given us a bunch of projects that overwhelm our workloads and burn us out even faster than we already are and say it’s for development. We want the hope of advancement and not just development with no chance of moving up. -Health benefits are poor for a company this size and we do not have an internal benefits department, making it so difficult to get questions answered. -Managers are breathing down our necks on everything we do. There has been a rapid and obvious shift in the culture that has damaged the trust we had with our leaders. This change in culture has hindered creativity, silenced team members who used to share feedback freely, and reduced employee engagement. -Robotic work; we used to be asked for our feedback on decisions, ideas, processes, etc.; the culture has become “do what you’re told” and questioning decisions will be viewed as insubordination. -Leaders give bad counsel to subordinates, which puts us at risk. You get conflicting responses to questions that should have black and white answers. Many of us don’t ask our managers for guidance on issues anymore because we know they’re just guessing and not seeking out the right answer.