Payspan Reviews

...the CEO had his hands into everything. I mean everything. This includes graphic changes, off-the-cuff prototype changes, whiplash-inducing changes in direction for our products (or prospective ones). This created a disruptive, distrusting, and frankly badly mismanaged process to getting things done. There was never proper user inquiries and research done, before a change was made. It was simply at the whim of the CEO...at that time...in his current mood.

Leaders are not given autonomy to make changes to improve metrics but are held accountable for the outcomes. The COO speaks out against employees that aren't inline with changes made upon his directive, but then gives credence to complaints. This causes leaders to second guess decisions and to become reluctant to hold employees accountable. Micro-managing of the COO causes leaders in all aspects of the organization to provide proof to their teams of the source of changes , thereby undermining the authority of the direct leader. Contradictory communication and guidance from the COO creates a culture of fear and uncertainty when making minute decisions. He has no trust in his leaders and their decisions and makes it clear. This leadership style values lies and half truths vs open direct truths and will continue to get filtered communication. The company will continue to lose clients, great staff, and future sales if there isn't a change.