Opaque management processes are incredibly difficult to decipher-- you are given raises with no input from the individual for negotiating; similarly, you are given opportunities as management see fit. You can express some desire to follow a path, but that does not mean you will be able to follow that particular path depending on management decisions on you behind closed doors. The management quality is inconsistent at best, oftentimes lower tenured people getting promoted or people with minimum demonstrated management experience are rewarded with management positions from unrelated good work related to other skillets. Despite early promotions, those with ambition will soon see that there is a lack of an advancement path because key decision-makers are often in the same positions for years without new leadership, and there is an attitude of keeping key decisions in small groups to ensure things are nimble. The communication and feedback culture is limited to individual change, oftentimes you'll receive decent personal feedback on your personal behavior, but feedback on complex topics such a diversity, retention, recognition and appreciation, or pandemic response processes are too monolithic of problems to be changed by any individual's feedback. Those problems that are too big to tackle by a management content with the status quo will be met with the Epic culture slogan "If it is to be, it's up to me!" with encouragement by management for the individual to tackle a problem on their own. Oftentimes the individual fizzles out and the status quo remains.
