immediate future Reviews

From my perspective, persistent burnout had been a significant challenge, particularly among long-serving and senior staff. I often felt that the senior team members operated in "protective" or damage limitation mode, which left little room for innovation or proactive action. Despite my five years of service, I often felt that my input was undervalued, particularly by one leader, with decisions being undermined or complained about. This contributed to what I perceived as a "damned if we do, damned if we don’t" dynamic, where taking initiative was met with criticism, yet inaction was seen as a lack of proactivity. In my experience, the lack of clear career progression and the broad, undefined nature of my role led to feelings of stagnation and frustration. I also observed communication gaps, particularly around staff development and changes in roles. I felt that some individuals in leadership positions displayed toxic behaviour, which I believed was damaging to team morale and, in my view, was enabled by other leaders who failed to address these issues. Additionally, just before my departure, I became aware of contract amendments and policy changes that, from my understanding, were not effectively communicated to staff. This has left employees vulnerable to reduced income or even investigation by HR if they become unwell, which I find concerning.