- The brochure was nice...
- Friendly and helpful teammates that aren't in your reporting chain.
- Opportunities to visit and network outside of your immediate business unit.
- Lack of communication at all levels.
- Toxic work environment caused by insecure managers.
- Being given only busy work or ambiguous tasks with no direction or resources to accomplish them.
- Condescendingly being told things you learned in High School.
- Being treated like you are in High School.
- Having nearly all your input discounted because it's not how things are done there... Then sitting in on meetings where your supervisor regurgitates almost verbatim the input you gave just days ago.
Advice to Potential Interns
Great for your resume, terrible for your soul...
The LDP internship looks amazing on paper, don't be fooled though, this is still very much your grandparents' company. You'll be sold on the new work spaces, the innovative activities, and collaborative teams but the truth is, none of it matters, it's just a shiny new coat of paint on the same frustrating culture of old.
I applaud the vision but it'll be decades before it's a reality. Don't say you weren't warned.
Advice to Management
- Take out the garbage. While job security is important, it's no excuse for keeping around employees who put more effort into bringing everyone else down than into making the company better. This was the most toxic work experience I've ever had... and I used to work for the federal government. Let that sink in for a minute.
- Do a better job of screening LDP intern projects. There were very few interns who had appropriately challenging projects--most were either ridiculously boring or hopelessly impossible.
- Ensure the right manager is appointed over interns. There was at least one who cared more about using her intern as a scapegoat/punching bag than teaching him anything useful about the company.
- Your compensation package is non-competitive. Increase base salary offers by at least $15K. You can keep kidding yourselves by claiming your non-monetary perks make up for low salary but the fact remains that you're enticing mostly those that are risk/change averse and are looking for a "safe" place to do only enough not to get fired. This obviously presents a systemic problem given the transitionary phase your company is in.
- There's an obvious bottleneck at each management level and you're loosing top talent to competition. Again, those that stay were either lucky enough to have an advocate who promoted them directly, or they are risk/change averse.
Sample Interview Questions
Almost exclusively behavioral. Just talk about leadership experience and how proactive you are.