LS3P Raleigh reviews

1. Lack of Supervisory Communication and Training: I did not receive consistent or actionable feedback from my supervisor. When I asked for more structure—such as one-on-one training or clearer expectations—my requests were acknowledged but never followed through. I was never told that my performance required any improvement plan, yet later learned that another new specialist was receiving individualized training that I had specifically requested. When I asked why this wasn’t offered to me, I was told that previous hires hadn’t received it either, which felt dismissive and inconsistent. 2. Limited and Contradictory Feedback: Constructive critique often came secondhand, weeks after the fact, and sometimes contradicted feedback from teammates. I value direct communication and repeatedly expressed that to my supervisor, but that need wasn’t met. 3. Role Misrepresented in Hiring: I was hired directly out of college and told that leadership would help me transition and learn the ropes. However, the actual workload and expectations were better suited for someone with significantly more experience. Even my supervisor admitted that she sometimes forgot I was a new graduate—which says a lot about the lack of onboarding and mentorship. 4. Poor Communication During Termination Process: In my final month, meetings about my performance were scheduled abruptly (usually Friday for Monday morning) with no context or opportunity to prepare. I was never given specific steps to improve. Once my termination was announced, communication stopped almost entirely—I was removed from projects without instruction, and my supervisor only contacted me once to ask about returning equipment. I had to follow up myself for details about insurance, final pay, and exit procedures.

Upper management needs more diversity