At the outset, my experience at LAEDC was positive—I had a strong team, and the organization’s mission aligned with my values. However, once my direct supervisor left, things took a nosedive. Senior management’s response to this change was alarming, starting with the sudden firing of a team member without any warning or communication. This sent shockwaves through our team and set the stage for a rapid decline in morale.
For an organization tasked with developing economic plans to promote job growth and equitable access to jobs across LA County, it’s telling that nearly the entire Strategic Relations team either left or was let go. It speaks volumes about leadership’s failure to value and retain the very talent working to achieve the organization's mission.
Senior management consistently promised opportunities amid the change, yet there was no follow-through. Instead of supporting the team, they left us directionless, with the CFO overstepping into roles that should have been delegated to others. This only further highlighted the lack of management skills within senior leadership.
Moreover, the punitive culture was troubling—those who raised concerns and spoke up were met with retaliation. To make matters worse, leadership refused to provide written guidance or communication, leading to widespread confusion and frustration. It was clear that they preferred to maintain opacity rather than foster an open, supportive work environment.
LAEDC had every opportunity to work with and invest in the talent they had, but senior leadership’s mismanagement squandered that chance. Unfortunately, an organization committed to equitable job access cannot extend that principle to their employees.