Pros
Collegues coworkers are supportive, partly because we all suffer from executive toxicity.
Cons
The founder of the company had true vision and was a natural salesman, but his passing has exposed deep holes in leadership. While a few of the remaining executives were directly involved in starting the business and possessed the skillset for a startup environment, they are utterly inept at managing a large organization. Furthermore, nepotism renders the Peter Principle as obsolete; the preference is to start people at their level of incompetence on day one.
This disconnect at the top trickles down to daily operations, particularly in hiring. Managers and directors are tasked with interviewing and choosing candidates, only to have unknown, disconnected executives—who possess zero knowledge about the chosen candidate—arbitrarily instruct them to "keep looking" even after a candidate has already proven themselves as a Market America employee.
Operationally, there is no Change Management process in place. Sudden strategic pivots—sometimes unprompted by actual market conditions—are enacted with remarkably poor communication. Because departments are heavily siloed, these abrupt changes only compound the widespread confusion and inefficiency.
Culturally, while a heavy focus on the customer is warranted, absolutely no thought is given to employee well-being or professional growth. Consequently, turnover in the departments that directly serve employees is constant. Even the employee recognition program strays far afield from Human Performance Improvement best-practices. While the winners often merit the accolade, the process itself is effectively a popularity contest heavily skewed by managerial influence.
With over 20 years in the workforce across multiple organizations, I can confidently say this is the worst company I ever worked for.