- Many new internal job postings are directed to offshore teams, which can limit onshore opportunities for advancement.
- Promotion and mobility processes are not always clearly tied to transparent, performance-based criteria.
- Movement between teams can be difficult when current assignments do not align well with an employee’s skills or career goals.
- The once-a-week RTO schedule has limited impact when most team members work remotely or are in the office on different days.
- Team skill sets are not regularly reassessed to determine whether internal transfers could improve alignment and efficiency.
- Training opportunities are mentioned frequently, but there is limited guidance on how to apply them effectively in day-to-day work.
- Open roles may remain unfilled for extended periods, which can create workload challenges for the remaining team.
