-Attrition. Turnover at Dish is over double the national average. Some departments are so bad there are jokes to not even bother learning names. Attrition has major consequences for you and your team. The attrition will negatively affect your workload, career growth, and ability to get raises.
-Koolaid drinking management. Koolaid consumption is a direct factor in whether you get a raise and promotion. I knew a manager who requested a work from home option for his team, and he was directly punished by getting no raise, nor promotion and citing that suggestion as a direct cause for the decision.
-Toxic Culture. DISH embodies "CPAW" and they will throw that in your face anytime they are not getting exactly what they want out of you. You don't want to work over the weekend, well I guess you just don't have CPAW! It's meaningless and borderline abusive.
-Basecamp. Right when you are hired you have to go through a 4 week course that teaches you the business. This somehow translates into taking call center phone calls over the weekend. The purpose of it is to test your tolerance for nonsensical leadership decisions, and whether or not you'll say anything. If you cause too much of a fuss, the teachers have a right to make recommendations to your manager on terminating your employment. We had three in my group get tattletaled on. Two of the three were 20+year tenure employees.
-Incompetence abounds. People are promoted by the sheer force of being the 'last man standing'. If you are in your role long enough, and I mean being there for longer than 1 year, you can probably get a manager position. However, when you are first hired, you are surrounded by leadership that has no business being in that position. Most of the time, the managers are a senior title that controls your pay and career growth. Also, it is a flip of a coin on whether your coworkers can even do their job. If you have a hint of competence, you will be saddled with all the work of your dumb colleagues.
-No work-life balance. 45 hours is the minimum time you need to stay inside the building and even be considered for a raise. Taking your work home does not count. Ideally, in the "ramp up" period (first year of hire), managers suggest that you spend 50+ hours in the building. I have been told (not asked) to work weekends and long nights. I have seen managers revoke PTO requests DURING CHRISTMAS so that the team could finish a project. It is very manger-to-manager/ team-to-team on the leniency of when you can come and go. Some are very flexible, others it's not even a question that you have to work 8am-5pm.
-Treated like a child. They use a badge report to track your hours in the building. You have to clock in and clock out every time you leave. They just now opened up the back patio during lunch hours (11am-2pm), which took the Cheif HR Officer over a year to convince Charlie. You can, of course, sneak around the side building and run errands. It's not like your incompetent manager will notice anyway! They say they want to promote a 'collaborative' culture, which means people need to be inside of a building. This is just a ruse for lazy management and can use these hours as a measurement for performance. More hours in building = better performance. This collaborative culture also mandates that despite winter storms, you are still expected to show up. This stringent mandate has been improving. But there is a real chance that your leadership demands that you show up during a blizzard, or you take PTO.
-Stack Ranking for promotions/ raises. Look up stack ranking case studies if you don't know what this is! Stack ranking is the most insidious, damaging thing that Dish has. Please take a second to look up articles about stack ranking. The article that Vanity Fair did about Microsoft's stint with stack ranking is everything you need to know. It is horrible for the employees and managers.
-Only 2% raise allowance for the entire department. That means there is a very real, and high, chance that you will get nothing. This cheapstake mentality if felt at all times. Once a quarter a team is given $20/per person allowance for lunch (which isn't counted as hours inside the building, so it doesn't count as time for the company and therefore has to be 'made up'!). They expect the world out of you and want to give nothing back. We had been told by HR that recognition for hard work isn't a raise, and therefore expecting a higher salary is unimaginative on our parts. But we can't even get a lousy lunch! That is the relationship you will be having with Dish if you decide to work here.
-A lot of young people use Dish as an opportunity to get their start here in Denver at decent starting pay. Get your experience and then RUN.
