* Low salary. * Does not consider your previous experience (even with 10 years of experience you start paid as a junior) * Uncertainty and lack of transparency regarding the year-end bonus policy (in 2020 they warned employees that they would only receive half due to Corona, just 2 weeks before, but a month later they were happy to announce that closed a millionaire contract that already was in the horizon..) * Many obsolete components that need to be modernized do not make it into agenda priority. * Pleasant innovation-stimulating events, but which are quickly forgotten and not carried forward (also due to reactive priorities focused on maintaining obsolescence, fixing bugs of components that should already be discontinued because they are so problematic) * The lack of motivation due to low salaries and outdated priorities causes the company to have a high turnover of employees, which impairs knowledge retention. * To make matters worse, the chief of functional experts, instead of having this self-criticism, are always modifying the way and structure of the teams' work, focusing on beautiful theoretical powerpoints with cutting-edge theoretical workflows and new roles and hierarchies that never work because the product is totaly unstable meanwhile without attack the causes of the problems. (the outdated components and outdated architecture) * In short, at some point if things don't get better, the chief of functional experts and this mistaken view of priorities will be replaced and then the company will finally take off and stop losing new contracts and good employees.
