Low pay for the business type, size, and location.
Overly confusing bonus plan.
HR was an afterthought and still is.
Promotions come more often from favoritism and re-orgs than from growth, training, skill, aptitude, and mentoring.
Box-checking policies and potential award winning survey responses seem more important than organic growth, testing, research, IP creation, and the joy that is naturally derived from such.
Senior staff are not trained to manage people or teams, nor do they bring that experience from previous employment, nor do they desire to do it.
Most staff are not trained to, nor are they provided the time to, work well within the small-business framework the company has doubled down on following. (Ask for the book.)
You get the feeling they wish to will into existence some corporate "culture", and "culture" is often an excuse in hiring and re-org decisions.
Worksmart has not learned from these wise words... 'What if we train them and they leave? -- But what if we don't train them and they stay?'
Resignations trigger immediate review of whether a legal penalty can be imposed.
Most of the negative reaction to employment at WorkSmart, a very small portion of which is included here, lies squarely on the shoulders of the COO/President.
The fact that the COO/President is the only person who answers these reviews just smells.
