Culture Where Favoritism Thrives and Accountability Doesn’t - Avis employé Field Sales Consultant Cengage

Thank you for taking the time to share such detailed feedback—and for the impact you made during your time here. I’m glad to hear our mission and the flexibility of the role were meaningful parts of your experience. Those are important strengths we intend to build on. At the same time, you’ve raised concerns about favoritism, inconsistent management standards, and accountability that we take seriously. That’s not the culture we are building. Performance, recognition, and opportunity should be grounded in contribution and impact—consistently and transparently. We have many strong leaders across the organization, and we also know that consistency in how leadership shows up matters. As I’ve stepped into the CHRO role, continuing to raise the bar—especially for newer managers—is a clear priority. We are sharpening expectations for people leaders, investing in targeted development, and increasing clarity around how performance and recognition decisions are made. We are also reinforcing expectations for leaders to stay close to the field and operate with a high standard of communication and follow-through. Culture is shaped by what leaders do every day, and we are committed to ensuring that experience is consistent across teams. I appreciate you sharing your perspective—it helps us focus on where we need to continue improving. Kamilah Thomas Chief Human Resources Officer