Difficult work/life balance - company pressure to be constantly engaged. Not uncommon for employees to work 60-100 hours a week in many areas currently. Constant threat of replacement for those that do not wish to work as much.
Disjointed messages between Sr. Management, HR, and Line Management/general population
Performance Management and career decisions, including decisions to promote, made based upon perception, not reality (often resulting in popularity contests rather than value add)
Ericsson NO REHIIRE policy. Ericsson Sr. Management will not approve rehire for most people whether leave was voluntary and most certainly involuntary. This was drastic negative impacts as acquisitions continue and decisions are made to lay people off without true assessments of their quality
Ericsson's constant drive to churn out the "bottom 10%" even if the manager's do not feel they have a member of their team that would be considered bottom 10, which can have drastic impacts when Ericsson takes away the opportunity for re-employment on the assumption they did not cut the mustard.
Culture becoming much more elitist than the former open consensus environment that used to characterize the company. Management truly feels superior to the market, and at times, to the customer
Inflexibility to change and adapt to the management around them. After growing exponentially, Ericsson Sr. Management are not interested in learning new ideas from the new talent which has been absorbed
Amazing lack of awareness between the groups during the product life cycle, particularly in delivery.
Lack of planning awareness and ability
HR seen as cold, calloused, and without regard to the employees' best interest. Employees do not feel they can engage HR as they are advocates for the company and not for them.
