Pay quickly falls behind market rates, promotions knock pay off so over time one will end up doing a senior role and being paid much less than an external recruit into same job. The payplan process whereby pay is meant to be looked at by independent bodies is tick boxed by having a very wide range of pay with people typically floating in a thick middle bog. To get up the pay grade you end up having to stay for 10 years but by then inflation has overtaken you. common knowledge people have to leave to get pay corrected which is awful for Capgemini as they losing valuable strong future leaders whilst retaining mediocracy. need to decide whether want to be leader of future or global jack of all trades with lots of people in india who can do stuff cheaply.
most of new-joiners leave after few years taking away energy and backfilled people take energy of those who remain. repeat every 2-3 years.
Promotions are painful even after doing a higher graded job for many months, still plenty of red tape to choke on
Plenty of micromanagers at senior levels with extremely low levels of people/leadership skills. Same people keep being given people leadership roles after making their subordinates lives hell. not addressed centrally as each BU has their own HR process / calibration tree
Can't use HR to complain as the person you are complaining about will be in your calibration or his/her mates will be so career suicide. silenced and powerless.
Too many people with foot off the pedal and getting 3 ratings for mediocracy, High performers are auto box 3s if they get mid year promotion or change area so in most cases, they take foot off gas as the person next to them is practically snoring and getting same pay performance rating.
Many pockets of same old faces, rotating and creating their old teams again. Making teams of people around you gives great 360 feedback if you are part of the crew. If you are not then will get less opportunities which mean less pay/progression.
Far too many ex civil service folk in cap clothing waiting for retirement with self belief issues = micromanagers and cover my own backers. Too expensive to get rid of so creates flawed performance management system.
Typically time in role valued more than ability
Need to be more like Accenture and cut some of the dead wood that haven't done their bit for years. with size of company so easy to hide and do nothing.
