-Lack of opportunities for growth on an organizational and individual level.
-Company culture prizes conformity and appearances over resolving conflict.
-Vice Presidents, Managers and Supervisors frequently make problematic statements targeting individuals gender, race, ethnicity, and background, without consequences
-Rampant favoritism.
-Company prioritizes passing out free ice cream and having pep rallies over monetary incentives, despite repeated requests from employees.
-Employees are put under extreme pressure to donate to charities and campaigns on a weekly basis, which can add unneeded stress when you're already paying off student loans, paying on a mortgage, car payments, utility bills, etc.
-The formal system for addressing and resolving harassment functions as a de facto method for management to locate and retaliate against the aggrieved party.
-A lack of consistent planning across the credit union means there is an increased focus on aggressively cross-selling to members, even when it is not in their best interest. This is often demoralizing.
-Lack of SOP's, procedures.
-Internal guidelines for work were unclear and often fell below industry standards.
-An overload of work was not a chronic condition, it was the norm.
-Inconsistent or nonexistent processes created a lot of waste of time, effort and money.
-Skills acquired here do not necessarily transfer throughout the industry.
