>unfair corporate promotion system - Switzerland vs RoW: in the former, these promotions are handed out based on tenure length and require virtually no effort other than doing your job. RoW has to earn them by performing above and beyond over multiple years, going through several interviews and then still only select few get promoted
>there is a strong preference for anything and anyone from Switzerland over actual competency
>employees are expected and valued for reporting one another over early leaves or lower than declared return to the office rate - even if those have no impact on productivity (or a positive impact) and have been prior consulted with the respective manager
>it's all a big family! Until the quarter results are at risk, then Timmy will have to be eaten.
>neurodiversity recognition is but an empty slogan and so is LGBT friendliness: if they get such an employee, they will parade them to exhaustion
>clients are put above all else (employee dignity be damned)
>there are rules in place for forced return to the office, implemented unequally. Switzerland's extremely lenient. These are also forced regardless of actual value or impact on productivity
>there is an official list of exceptions to those rules, but none of those exceptions are ever actually approved unless the law forces the employer to do so
>if there is a team of equally hard-working, high-performing employees, the manager will have to make an arbitrary choice on who to recognize as +0- grades
>the grading teams cascade final ratings before reading employee self-reviews and manager feedback. The managers are then expected to fabricate justifications for these grades.
>the goals are not meant for the employee growth, but as a basis for building a long-term case for their removal from the company
>employees are "discouraged" from talking to one another over their concerns, dogged for voicing these concerns to HR and the management
and all that is because those are all internally recognized methods for maximizing attrition. Why?
>because post-integration the company actively manages employees out so as to avoid paying severance. "Manage out" is the actual term.
