Pros
There are good people within the company and strong operational talent, but the wider culture, leadership behaviours and lack of accountability ultimately overshadowed that.
Cons
Senior management culture is heavily relationship-driven, with clear favouritism and inconsistent treatment of employees depending on who they align with internally. Concerns around bullying, intimidation, workload and wellbeing were repeatedly raised by employees, yet little meaningful action was taken. In some cases, speaking up appeared to lead to retaliation rather than support. Stress levels across the organisation were extremely high, with frequent sickness absence and burnout caused by unrealistic workloads, poor workforce planning and constant organisational instability. Employee wellbeing messaging felt performative rather than genuine. The redundancy consultation process lacked transparency and appeared heavily predetermined. Alternative proposals and internal redeployment opportunities were not genuinely explored despite public statements around fairness and employee support. Communication from senior leadership was often disconnected from operational reality, and trust in HR was very low amongst many employees. Anonymous feedback processes did not feel genuinely anonymous or psychologically safe. Compensation and reward structures also felt highly imbalanced, with meaningful bonuses and recognition appearing concentrated at senior leadership level, despite heavy operational pressure being carried elsewhere in the business.