My SE is an amazing mentor and is constantly working to help her entire team grow and develop and make more money.

The BRGs are a great way to meet other people within the company that you would not ordinarily interact with on a day-to-day basis.

The trainings could be more faceted for each role at ADP so that each role is learning things that are actually relevant to success in their role.

The collaboration and culture of this team has definitely improved, but there are still people who work on our team who consistently are not contributing to the team's success.

The insurance benefits and co-pays, even with the low-deductible plan are really expensive, and my doctor co-insurance is so expensive that I can't afford to go to the doctor.

Interacting with my coworkers, learning more about market information that will make me better at my job. Working with Mike Stephen's, the SE in Vegas; His trainings are well thought out and engaging,

I love that ADP engages all cultures, and that there is some sort of employee event to be a part of at all times. I recently started becoming active in BRGs, and those are another way to really perpetuate a positive culture.

My team members that are willing to engage and help each other learn really make it a more conducive learning environment, and when people are not willing to participate in the team engagements, it seems to make our team more distant, particularly in the Hybrid scheduling.

I feel there should be a more exclusive training program for mentors, and they should receive a bonus for training to give them an incentive for the deals they might be missing. New hires should have a more defined way of starting and beginning their process with their list of 1500+ #s.

I like that the leadership team is so inclusive and engaged with the team. I have met so many people to whom I am responsible which has made me feel included and genuinely want me to learn. However, certain leaders play favorites and demonize others that try to offer new advice and help the team.