Leadership Disconnect
Unfortunately, what was said often didn’t match what was done especially at the leadership level. Feedback was rarely received in good faith, and efforts to collaborate or raise concerns often felt brushed aside. The culture leaned heavily toward compliance, not curiosity.
Dismissive and Controlling Management
My direct manager frequently deflected questions, avoided giving straight answers, and shifted definitions of success after the fact. It was difficult to know where you stood, and efforts to clarify were met with defensiveness instead of support.
Strategic Ambiguity
Direction changed frequently with little transparency. Decisions (including layoffs) were communicated vaguely, with little effort to provide context. High-performing individuals were let go with little explanation, creating an atmosphere of anxiety and self-preservation.
Misaligned Values
Core values were often stated but not lived. In reality, communication was top-down, collaboration was conditional, and employee voices were rarely invited into strategic conversations.
