Good Concept, Poor Execution - Operations Specialist Airspace Employee Review

Unfortunately, I found that working at Airspace was not as promised. For me personally and may others, the hours were absolutely brutal. Airspace tries to maintain a certain standard of work regardless of outcome and so it was not unusual to work 60-80 hours a week as a baseline. I remember there were some weeks I would work 10 to 15 hours a day and on top of my other responsibilities, get maybe 1-3 hours of sleep every night. This was when Airspace management insisted on expanding operations and greatly incentivized and pushed the Sales team to rapidly onboard new clients, knowing that Airspace was having retention problems as far back as when I was first hired. This led to a much larger quantity of clients being managed by the same number of employees. Unfortunately, Airspace does not respect employees of any degree, from the top to the bottom. It shows in its interactions with all teams, demanding more work for substandard pay that is already well below market value. On top of that, all levels of management have created a culture of ignoring employee issues. They laugh when someone has a very valid criticism of how operations or other departments are running and take personal offense to a very obvious lack of operational efficiency. Airspace routinely denies promotions to top performers and it's honestly very confusing. They will say all your metrics are great but point out one or two small errors and use that as a basis to not promote you while somehow seeming to promote incompetent people who are not yet fit to lead groups of any size. Airspace does not communicate to their customers or their own employees about important releases of software, because it is seldom that a meaningful update to the company's cyber infrastructure takes place. The dev team are great in person, but that doesn't excuse the fact that Airspace seems to have a very difficult time developing and scaling their digital products for the market. There are literally hundreds of ideas from all departments of the company that still exist and to date, 99% have not been looked at and the ones that were implemented had at best, a menial impact to the operation of the company. They also do not respect their customer's needs. Many times, I have had to act as Operations, Sales, and Account Management in my same role because a customer that I was regularly put into contact with could not reach anyone else at my company for hours, days, sometimes weeks. Airspace has absolutely no respect for many of their drivers. Airspace pays them much less than market rate for their services. Airspace management does not take driver issues seriously. Onboards new drivers for less pay than the senior drivers and gives them preferential access to shipments. I often had to work to resolve driver and courier company issues with Airspace leveraging my great relationships with them, because they did not trust other departments of my company to adequately help them. Airspace fails to maintain its key talent that have driven the company's success in the prior years. I first noticed this issue during my orientation at the company and it has only gotten worse with their inability to retain top talent in all sectors of the business, and its over expansion and subsequent economic factors leading to big layoffs at the company. This may also be in part due to employees with grievances usually being turned over for promotions or outright terminated later on for questionable reasons. All of these negative things are being enabled by the directorial/executive management who do not seem to care about the direction of the company or their subordinates as much as furthering their own personal interests. I can count on my hands the number of times I have seen the key executives in Office overseeing the expansion and operation of their company and not at some networking event in New York or party in London, and yet they insist on forcing their employees to return to the office to work more effectively.