While stress is an inherent aspect of any project, Helix does little to mitigate it. The absence of a clear, standardized business structure makes successful project execution difficult, as each entity operates independently of Helix Corporate. There is widespread resistance to change, and leadership often promotes division over collaboration. The lack of a clear vision leads to confusion and disorganization within the company.
Helix’s leadership style prioritizes control and decision-making power over the career development and well-being of employees. Transparency is not valued, resulting in delays and frequent miscommunication. Leadership is generally reluctant to accept negative feedback or bad news, yet they are quick to deliver it to employees. Upper management often displays a lack of respect for employees, even in public settings, and imposes unrealistic expectations, such as weekend meetings to address unresolved issues.
Progress on diversity and inclusion efforts has been limited, as leadership tends to hire former associates instead of opening up job opportunities to a wider pool of candidates.
