Compensation growth does not align with increased responsibility. Despite holding a leadership role and managing multiple direct reports, my bonus was higher earlier in my tenure than it was in subsequent years, even while consistently receiving “meets and exceeds” performance reviews.
There is limited tolerance for dissent. Disagreeing with management or leadership decisions can result in being sidelined or quietly excluded, even for employees who were previously well-regarded.
Decision-making is highly top-down. Direction is dictated by the CEO and board, and alternative perspectives are rarely challenged or seriously considered by senior leadership due to fear of pushback.
Support for working mothers is lacking. During pregnancy, a professional disagreement led to lasting consequences rather than understanding. After returning from maternity leave, concerns raised about exclusion, retaliation, and reintegration were brought to HR and resulted in feeling dismissed rather than supported. The experience highlighted broader issues with how postpartum employees are treated—particularly when concerns involve senior leadership—and ultimately made it clear that the culture was no longer aligned with my values.