Flourish Reviews

Leadership is abusive and tolerates abuse. My manager was C-level, member of the management committee. Key issues: * senior leadership are not held accountable under performance review process; after repeatedly raising my manager's failure to deliver on commitments to support me and his management shortcomings, I was removed from his reviews * my manager scapegoated me for decisions he made against my recommendations, refused to accept that outcomes were his responsibility, became overtly abusive as a manager thereafter * when challenged that there was a clear documentary basis to establish this, I got a lot of whatabouts, which clearly established that he wasn't keeping records but claiming certainty based on I could document as clear failures of memory * that was followed by the most dishonest performance evaluation I have ever seen: things my manager had agreed were delivered were disputed in ways that again contradicted the paper trail I'd kept; things I had confided in reflection were falsified into performance issues in my eval after I'd been told very clearly that I'd done my reasonable best and shouldn't worry I consulted with colleagues, found: * manager had a track record of falling out with people, becoming vindictive, refusing to consider degree to which issues reflected his own limitations * I wasn't the only one having issues with manager overriding management committee reports to a micromanagerial level; colleagues cited incidents of dismissing without explanation recommendations they made based on expertise and experience in favour of personal preferences, offering improvised answers with great confidence but serious flaws of substance on substantial matters * I checked in regularly with peers on my performance, knew where I stood, but my manager insisted he was acting on their feedback, which they were very clear they hadn't been asked to provide in the first place; I realised he was listening to someone from my team who wasn't bringing issues to me but was loudly complaining behind my back; rather than addressing that kind of toxic behaviour, my manager depended on it * manager tended to turn a blind eye to "brilliant jerk" workplace culture issues, rewarded the up side, refused to acknowledge substantial negative impacts, would tell me I needed to manage such people without having management authority This also turned up larger organisational issues: * other members of senior leadership signed off with HR on scapegoating, declined to review documentary evidence * HR completely evasive and non-transparent when I made repeated written objections to abuse of performance evaluation process * HR's handling of employment law issues on key issues was completely irreconcilable with public guidance on those issues, beginning with refusal to engage on employee issues where they had unambiguous obligations to do so, consistently failed to respond to requests to clarify policies on workplace protections