Amazon

• Good benefits.
• Competitive pay (when joining externally).
• Industry-wide network of support throughout the country.
• Agency to lead and develop projects.
• Exceptional access to large to very granular data.
• So many buildings, bouncing around sites across the country is the norm.
• Ability to upskill/skill transfer is available.

• New external hires quickly outpace in compensation.

• North American stack rank performance metrics determine raises internally, with downward executive pressure to minimize costs in compensation.

• Disjointed standard procedures; published and thrown at the wall until something sticks.

• Scope of data typically loses focus: a dozen dashboards to report and monitor regularly, measuring the same thing in different fonts.

• Control Systems, specifically, lacks structured training nationally. Prior experience helps with the technical aspects; however, standard procedures for Amazon-specific material are severely lacking.

• Objective goalposts are frequently changing.

• Turnover rates in nearly all departments are rapid, and frequent disruption generates brain drain and skilled labor discrepancies.

• Culture is cutthroat and competitive to a fault.

• Highly political motivation and career movement.

A true reflection of the Leadership Principles from the top down is needed. The disconnect from the boardroom to the production floor in facilities generates a warped image. Data is frequently skewed to misrepresent material conditions, promoting mediocrity and presenting an illusion of Deep Dive and Bias for Action, which are self-inflicted issues purported as value-added merit.

Going to the facilities and actually understanding the operations is critical. Customer Obsession for your employees and legitimate ownership at the L6+ positions are paramount to success moving forward.