Limited onboarding structure: The role did not come with a clear onboarding plan or defined expectations, which made it difficult to understand priorities and how success would be measured.
Lack of regular check-ins: I did not receive consistent 1:1 meetings or ongoing feedback, which reduced opportunities to align on progress or address potential concerns early.
Unclear performance criteria: There was no transparent explanation of which metrics, KPIs, or qualitative indicators the team used to evaluate performance, creating uncertainty about how to improve or meet expectations.
Communication challenges within leadership: At times, communication from management felt inconsistent and did not provide the clarity or support needed to perform confidently in the role.
Unexpected end of employment: My termination was not preceded by documented feedback or prior conversations about areas needing improvement, which made the process feel unclear from an expectations standpoint.