New ideas were not sought or truly encouraged, only given lip-service. Atmosphere of fairness and trust were not cultivated.
Support from management
Supervisors do not trust experienced hires to make sound decisions. Necessary assistance in accomplishing objectives was not provided.
Verbal support was given to employees taking classes for an advanced degree but tangible support was lacking.
Meetings were usually held weekly but there was not any specific agenda with action items and follow-up. Lack of planning caused most things to become last-minute rush jobs.
Absolutely zero career development or promotion opportunities.
Supervisors would commit to provide community service volunteers to external agencies and then assign responsibility for the commitment to a subordinate. This frequently involved uncompensated time on weekends without regard to the employees' personal life or other commitments.
Job is only stable if the employee allows the supervisor to abuse employee personal time and give nothing in return.
Suggestions for improvement
- The Regiment would be much better if leaders actually asked for, and genuinely listened to, input and ideas from all staff members. They need to stop making decisions that commit employees to working unnecessarily.
What I like about the company
I liked working with many of the staff in other departments.
What I dislike about the company
The Regimental Department lacks genuine leadership and management. There is very little collaboration between departments. Rather, departments seem to intentionally avoid productive collaboration in most cases.