Pros
EMI Australia had a strong roster of artists and talented professionals who were deeply passionate about music. There were opportunities to work on high-profile projects, and some teams fostered strong collaboration.
Cons
During my time at the company, leadership at the Managing Director level was initially welcomed back based on past reputation, but in practice, there was a lack of structured leadership and clear decision-making. A culture of favouritism created an uneven playing field, with certain individuals receiving preferential treatment while others scapegoated. The broader work environment was undermined by enablers who reinforced poor leadership behaviours instead of fostering accountability. This led to instability, inconsistency, and a lack of strategic direction across teams. HR leadership at the time also contributed to these challenges, operating with outdated workplace dynamics. Women and minorities faced disproportionate scrutiny, while male colleagues were often given more leeway. Over time, this led to inappropriate decisions at the executive level, eventually prompting intervention from global HR and leadership changes. Attending work when your wins were not celebrated and false narratives circulated created by the effective leader of the organisation exemplifies leadership standards.