&samhoud Reviews

1. Leadership challenges Leadership is largely ineffective and appears driven by ego rather than direction. Leaders value unquestioning agreement and compliance, but react poorly to constructive challenge. The leadership team often seems unclear on priorities and responsibilities, with leadership meetings frequently turning into blame-shifting sessions under the banner of “culture.” 2. Blatant favouritism There is clear and consistent favouritism within the organisation. Special opportunities are often given to those who are personally favoured by leadership rather than those who perform well. High-performing employees are frequently overlooked and instead burdened with additional work without recognition. 3. Toxic culture enabled by leadership Despite frequent messaging around “culture,” toxic behaviour is often ignored when it involves individuals close to leadership. Gossip, backstabbing, and disruptive behaviour are tolerated, creating a work environment that contradicts the values leadership claims to uphold. 4. Image over impact Emotional display and outward positivity are prioritised over actual competence and results. Employees are judged more on how they appear rather than the quality of their work, which discourages authenticity and undermines performance.

Leadership leaves more to be desired: Some leaders at the company can seem a bit self centered. They focus so much on talking about themselves, and company employees are expected to keep them entertained. Many might find this behaviour quite off putting. Culture rigidity: The company is extremely strict about culture. It has led to some very good experiences but also handicapped the company. They have driven away excellent talent that bring unique skillsets just because their personality does not fit the culture. The company is more inclined to let go of different skillsets and perspectives in the name of maintaining the culture. Culture is too personal: The company culture strongly encourages employees to share personal details about their lives. For example, the company regularly asks employees to "connect" with each other and share about what is going on in their personal lives. These are hard to turn down as they correlate to performance reviews. Employees are seen as not a culture fit if they want to just mind their own business. This can be very dangerous. Lack of structure: The company and Leadership are against any form of structure in running the company. Certain processes that should protect employees are not clear, with the company relying on mostly trust between employees to look out for each other. This lack of structure sometimes causes double standards. Example, the company has an infinite leave policy, but employees need to read the room and compare with other employees on who has taken leave. Some dissatisfaction can be seen when they learn that certain employees take more leave than others. It would be better with a generous leave amount so that it is fair to all. Poor rewards: The company pay and benefits are alright, but for the amount of work employees put in it is considered below average especially when comparing to other consulting firms.