All Talk, No Action. They are not genuinely invested in their loyal employees. - Architectural Staff III Pfluger Architects Employee Review

I feel that conflict is not being directed properly here. Conflict resolution (for big issues) is a passive process @ Pfluger. Management just keeps quiet and hopes the situation will diminish. There is one person at the firm that has committed MANY acts worthy of dismissal. Over four people sent in written complaints for bullying/harassment. However, because "said person" makes the company a great deal of $$$ with their skillset, the events were not addressed with consequences or reprimand. In fact, the person has been promoted and rewarded. Emotional well-being was prioritized after profit. Conflict simply gets ignored. Pay raises are rare / bonuses are cheap or not given at all. I was told I had a raise fully approved after an outstanding annual review... Until it was revoked. I was told in the breakroom by HR that "it was all a lie". I stated very clearly / various times where I could give my heart, passion, and best efforts to the company. That position was knowingly stripped from me and given to the newest employee at the time. In that instance, I felt unheard and unimportant. I questioned management, priorities, and only asked for transparency. After being stripped from my dream position, I was placed within another team. With this new team, I was not asked if it was okay to hand me more work; overtime was expected. I was rarely thanked for my efforts, and rarely felt appreciated. A little positive reinforcement and respect for people’s time can go a long way. When I stated this in the exit interview, I was told that "overtime IS expected", which had NEVER been written/listed/verbally addressed. I believed that the PAs and PMs are being surpassed in the schematic design process, causing discord and disorganization within projects. A standard design process must be redefined soon for the success of the company. The expectations are a lot for one intern and often require unwanted overtime. A new intern cried week one of being in the company and was expected to produce an entire schematic design package with no training. Another intern was having physical health issues & was told by a doctor that it was all tied to stress. A separate intern ran an entire department by themselves. Myself and one other worked countless unlogged hours during the COVID crisis because we were not allowed "overtime" due to the fiscal standings at the time. There seems to be misjudgment and uncertainties in staff members' skill levels. It doesn’t help a team relationship when a PA thinks I do not know how to use the rotate button in a software I have been using for six years. On the other hand, a new employee can’t be expected to produce an SD package without experience. The firm is too big to be lacking standards between teams. Time is simply wasted when each PM / PA “picks were the key plan goes and picks what shade of gray we use “. It wastes hours as we try to re-learn and re-train ourselves to the various ways of each PM/PA. The lack of emphasis in the on-boarding process expresses that the graphical standards aren’t important. Therefore, allowing people to assume creation of their own. Unethical and unfair pay. Newer employees (with less experience) can come in with a starting salary more than an employee that's been there a few years. Although it's a selling point in their interviews, moving your way up the ladder won't be nearly as quick as you anticipate.