However, there are several structural and cultural issues that significantly affect the employee experience:
Favoritism appears to play a significant role in career progression. Employees with stronger personal connections or visibility to leadership often receive more opportunities, including promotions, training, and even flexibility around time off. Over the last year in particular, a “please the leadership” culture has become more visible. Employees who disagree with leadership decisions or are not aligned with dominant opinions are gradually sidelined, regardless of their performance or years of service.
There is a noticeable culture of gossip, image management, and behind-the-scenes communication, including at leadership levels. In many cases, maintaining a positive image seems to matter more than delivering consistent, high-quality work. Office politics, personal agendas, and communication games become increasingly visible higher in the hierarchy.
The HR department has experienced high turnover over the last couple of years, resulting in a noticeable lack of HR presence across the company.
There is significant inconsistency in productivity and operational standards across teams, and even within the same team over time. In some cases, employees are pressured to meet unrealistic deadlines and blamed when expectations are not met. In other cases, there is a lack of urgency and accountability, reflected in excessive low-value meetings and uneven workload distribution.
Overall, the company has capable people and potential, but the culture can make long-term growth and fairness feel inconsistent depending on where you sit within the organization.