CEO is pompous, petty, and shortsighted. COO is cruel, sarcastic, and vindictive. Often deflect unscrupulous behavior as 'in the service of members.'
Leadership is easily offended by mild feedback. Do not like being challenged, only placated to.
No cash in lieu of insurance.
No exit survey upon resignation.
No regard for employee well-being. Lobbies remained open for all of COVID season, with no hazard pay to boot. In 2019, leadership on the other side of the state forced Grand Rapids to work during a week-long blizzard.
Tellers are forced to stand all day. Many of them have pain as a result. Leadership is aware but does not act because, in their words, they are not legally obligated to.
Company functions like a cult: morning incantations and meaningless platitudes. Leadership uses an encyclopedia of company-specific cliches to minimize legitimate problems.
Disparities in pay and PTO by gender. One female coworker had less than half the PTO accrued per pay period than our male part-timer. Company discourages employees from discussing such matters likely because they don't want their workers to know their value.
Low morale. I did not encounter a single employee who actually believed in this company in my two years working there. Upon resignation, I felt like a fool for staying so long. Company cannot hold on to people long enough for people to be experienced in their positions. Rookie mistakes abound as a result.
Company once made a giant addition to the main office. They treat the amenities in that office as a plus for working there... even though the majority of the company does not. Management chose to spend a ridiculous (read: deserving ridicule) amount of money on office space and a bowling alley and a gym. They find money for all this, but cannot bring themselves to find a way of making yearly company summits remote.
CEO pretends the company is generous for providing a yearly 'bonus.' In reality, it is a fraction of a fraction of the yearly profits, with no clear indication of where the rest of the profits go. They pretend like your fraction of a fraction of your bonus is dependent on company-wide performance. In reality, the metrics they use to determine the bonus are far outside the reasonable control of employees. Everyone seems to know and understand this, but does not feel safe vocalizing it to leadership. Our pitiful bonuses are actually taxed by nearly half as well. It would actually be better to raise pay by 25 cents an hour, because we'd actually be GETTING the money we work for. This is a quintessential example of how leadership prioritizes optics over the tangible treatment of employees. They also believe we are not smart enough to notice this. Everyone has.
