Teams and direct manager great , senior leadership very lacking in demonstating Sabre values and o real leadership within senior management just managers

cohesive , diverse, always communicating and working to common goals

Great people and highly skilled individuals who help making my job easier

they taking action , not sitting around waiting for things to happen on its own

SIP is inadequate nd selective on what 'qualifies i.e. GDS renewals only apply to some and limited scope for over achieving

Great local tean , culturaly Sabre has so nuxh work to do and it starts with leadership which in my view is missing , no leadership just management from a senior leadership perspective

We are a cohesive team all singing from the same hymn book and we get along personally. Even though we from varying backgrounds. We make a effort to work on our relationships

Product failures, lack roadmap and investment ( SS) , behind the competition. Lack of urgency from some areas of product. Estimations excessive and time consuming due lack of resources and legacy disparate eco system that is Sabre Sonic. Sabre Management not practicing what they preach

Leadership need to refrain from hypocrysy , mive by values they claim to support , recongnose and listen to people on the ground and dibt pretebd that there is no heiracy within Sabre. Be fair to those individuals who deliver resukts and regions that work for the greater good,

There is too much of a heirachy in Sabre leadership , leasers do not know thier people particially once removed and above. There is no too little recognition of great work some people and regionas do. Senior Management do not live up to Sabre values and there is too much hypocrysy !

Its about fairness. There have been too many occasions where managenet get rewarded dor work done by others , so pretty much a pyrimid scheme as an example AD not getting paiid for GDS renewals and Management up the chain onny get remunarated for the AD work. Best performers are overlooked