GO Communications Reviews

The biggest issue with this company is its culture. Despite presenting itself as modern and progressive, many management practices feel extremely outdated, hierarchical, fear-based, and driven by politics rather than merit. Employees are often told that performance matters, but in practice, visibility with leadership and maintaining the "right attitude" appear to carry more weight than actual results. Challenging decisions, providing professional disagreement, or offering alternative viewpoints can quickly result in being labelled difficult, regardless of work quality or track record. There is also a noticeable inconsistency in how policies are enforced. Certain individuals and departments appear to be held to different standards than others, creating a perception of favouritism that damages morale and trust. Rules that are applied strictly to some employees are often overlooked when it comes to others. The company maintains a highly rigid approach to attendance and office presence, with significant focus placed on monitoring timekeeping despite many employees regularly working beyond normal office hours. The emphasis on physical presence often feels disproportionate compared to the value placed on outcomes and productivity. Compensation and recognition are another recurring source of frustration. Strong performance does not always translate into meaningful rewards, leaving many employees feeling like there is little correlation between contribution, promotion, salary progression, and bonus allocation. High-performing individuals and teams have continued to receive minimal recognition despite delivering substantial value to the business. Leadership behaviour can also be unpredictable. Decisions are sometimes influenced by personal relationships, emotions, or internal politics rather than objective business considerations. Employees have witnessed staff members returning from meetings distressed, emotionally charged town halls, and management communication that creates more anxiety than confidence. One particularly concerning practice involved employees being required to sign employment bonds in exchange for receiving bonuses, while reportedly being given little opportunity to properly review the terms or seek independent consideration before making a decision. Experiences like this contributed to a broader feeling that employee welfare was often secondary to retention and control. The company has also struggled with resourcing. When employees leave, positions are not always replaced promptly, resulting in increased workloads for those who remain. At the same time, teams are often held accountable for outcomes influenced by factors beyond their control, including leadership decisions and broader business circumstances. There are talented people within the organisation and many employees work extremely hard. Unfortunately, the culture, inconsistent treatment, lack of trust, and top-down management style make it difficult to recommend as a place for long-term career growth, with many solid employees leaving the company.