Control Risks reviews about "career progression"

Limited raises and bonuses Too much politicking getting in the way of running a business. Limited visibility on career progression. Becoming too London-centric.

Workload doesn’t match pay. No recognition for hard work. A lot of micro-aggression. No chance for career progression /promotion/changing role unless you are someone’s favourite

Lower than average salary, career progression difficult after mid-level roles

Diversity and Inclusion plans are a joke; felt like a token employee most of the time as senior leadership would only ever take into account "diverse" members of the team in cases where a progressive front was needed for a project. Did not even received a formal onboarding process; relationship with HR is complicated and most of the time they won't even take your wellbeing into serious consideration. Don't even think about promotions - they are never happening unless you are in an office in Europe/UK/US and look and act a certain way. However, managers will expect you give your 200% all the time - this includes a mediocre pay and working long, long hours without real reward besides the weak promise of a promotion "sometime" in the future.

The company does not offer enough career progression

Poor bonuses and increment. Company favors the whites, not a good place for career progression.

Slow career progression and salaries could be higher

- No investment in employee's professional development. For the Business Intelligence practice, research and writing are pretty much the only hard skills you have as a researcher. They might argue OSINT skills, but it's largely basic surface web research and is not transferrable to actual OSINT roles. - Fixation on billable man-hours, narrowly defined as any work tagged to a project. 1) The high KPI on this makes it virtually impossible for a junior employee to spend time on personal development, though there's not much resource on that, either. 2) There are non-billable hours that are still essential to winning billable projects, such as proposal writing and scoping; however, it is perplexing that the management has decided that these are not part of productive hours. As a result, sloppy proposals, underestimation of project price and tight timeline are common, and the directors would leave it to the project team to deliver anyway. - Stagnant if not declining industry, with declining pool of clients and project value. As such, the most common way companies gain advantage is to undercut price or promise faster turnover. There's a limit to how fast the project team could realistically complete a project without either sacrificing quality or work overtime every single time. Any feedback on this has fallen on deaf ears. - Fixation on revenue means little to no effort on employee welfare to retain them. Systemic issue such as described above is the source of dissatisfaction, brain drain and poor morale, and this couldn't be offset by random wellness sessions instigated by HR. - No transparency from leadership, even on the most basic things like tracking our own monthly KPIs. Salary discussion is actively discouraged. No, it is a good practice to minimise information asymmetry and ensure fair pay and to prohibit that just worsens your reputation. - Compensate your employees accordingly. So many are offered bottom of the pay range despite their track record showing otherwise. Company is only willing to bump up compensation when they're threatening to leave. This shows you have the budget all along, but aren't willing to reward them if they had stayed. Why is that? Also, bonus is really low. - No clear career progression, which has been largely based on tenure. I'm beating the dead horse here, but I still think it's necessary to say that having mostly Caucasian leadership regardless of the office location (even Asia) despite having locals as the majority of mid- to junior-level employees indicates a lack of willingness to localise the practice at the very least. As I have said, there are so many highly, and even over-, qualified people at the lower levels.