Pros
Good colleagues but sense of belonging is lacking
Cons
Overall, there are some perceptions of bias and favoritism that can impact trust in the fairness of decisions. Within the delivery team, there are concerns around objectivity and transparency in decision-making processes. Performance evaluations and career progression at times appear to be influenced by a limited set of perspectives, rather than a well-rounded or multi-source assessment. The absence of a structured 360-degree feedback mechanism may result in an incomplete view of an individual’s performance. Without input from peers, cross-functional stakeholders, and team members, important aspects such as collaboration, ownership, and day-to-day contributions may not be fully captured. This can lead to gaps in recognition and may impact morale over time. A more balanced feedback approach could help ensure fairness and consistency, while also encouraging accountability across all levels. Additionally, fostering an environment that supports open, constructive dialogue would strengthen trust and engagement within the team. There are also instances where recognition and advancement opportunities may not always appear aligned with individual contributions or measurable outcomes. Greater clarity and consistency in how performance is assessed and rewarded would further support a more merit-based and motivating workplace culture within the delivery function. Delivery success or failure should be viewed as a shared responsibility across the team, supported by clear direction, alignment, and guidance from leadership. In situations where there is limited clarity or consistency in direction, teams may face challenges in execution, which can affect overall outcomes. Strengthening leadership guidance and ensuring alignment across all levels would help drive more consistent delivery performance.