Chronic understaffing and unrealistic expectations lead to burnout.
Leadership is inconsistent, reactive, and often absent when support is needed.
Culture feels blame-focused, with heavy micromanagement and constant scrutiny.
Communication changes week to week with little clarity or follow-through.
High turnover creates instability, extra workload, and poor continuity of care.
Professional wellbeing is talked about, but not genuinely protected in practice.
Gaslighting culture: concerns were minimised, reframed, or denied until staff questioned their own judgement.
Issues were often spun as “your perception” rather than addressed as real operational problems.
When mistakes happened, leadership shifted the narrative instead of owning decisions and fixing systems.
Staff were told expectations were “clear,” even when instructions changed constantly.
Raising problems felt risky because the response was defensiveness, not support.
