General Motors

Some very minor remote flexibility, I guess?

• Anti-consumer decision-making.
• Zero talent retention.
• Deceptive leadership practices; they go against their word constantly.
• Layoffs happen all the time in direct opposition to the word of the senior leadership team. It's often not even shared internally, so it's a surprise to everyone.
• Nepotistic promotion systems (who you know, not what you know).
• Zero recognition for going above and beyond role expectations.
• Constant downsizing, so expect the workload of at least three people to be thrown at you at all times. They call it "doing more with less."
• Constant shifts in senior leadership drives result in constantly changing courses, leading to no meaningful progress in anything, as it's a revolving door of "next smartest man in the room."
• Young people new to the workforce, beware: you will be expected to hit the ground running with little to no direction in a fast-paced, chaotic space. They will tell you to not be afraid of failure and then turn around to punish you for failure (see next point).
• HR policy that every team MUST have 5%-15% of its members listed as "does not meet role requirements," which results in loss of bonus, an anti-team mentality (though they love peddling "One Team!"), and possible termination based on an arbitrary goalpost and loss of highly talented individuals on a high-impact, all-star team.

Stop making anti-consumer decisions.

Don't expect loyalty from employees in return for nothing.

Learn what it means to retain talent instead of knee-jerk, wide-sweeping, surprise layoffs, especially after public statements from management that layoffs aren't a thing.

You're not a software company; stop acting like it.

Stop favoring Israel teams over US-based teams.

Keep kicking that can! No way it possibly blows up in your faces!