1. Severely Dysfunctional Communication Environment:
Communication across management is consistently aggressive and confrontational. Employees often feel rushed, dismissed, and unable to express concerns without fear of backlash. The overall tone creates a high-pressure environment where staff feel as though they must “walk on eggshells” simply to communicate basic information. This is not conducive to a functional or healthy workplace.
2. Toxic Leadership at the Executive Level:
The COO, Chef Matt, sets a deeply concerning precedent for the company’s culture. His interactions are routinely negative, unprofessional, and antagonistic. Instead of offering constructive feedback, he often targets employees with comments that are discouraging, conflictive and counterproductive. Multiple team members cautioned me about him upon hire, and management openly stated that his behavior is significantly worse toward them. When leadership normalizes this type of conduct, the result is a structurally toxic organization.
3. Disorganized and Divisive Bar Team:
The bar team operates without leadership, accountability, or internal respect. Despite my 10+ years of industry experience spanning bartending, serving, and management roles, I have never encountered a team this fragmented. Verbal disputes, gossip, and undermining behavior were commonplace, largely due to a lack of direction and the absence of an experienced bar lead. Team members frequently acted in self-interest rather than working collaboratively, contributing to a consistently unstable and unprofessional environment.
4. Misleading and Inconsistent Hiring Process:
The interview process provides minimal context or clarity. Key details are omitted, and the reality of the position does not align with what is initially presented. The inconsistency between the interview and the actual work environment feels misleading and contributes to preventable turnover.
5. Chronic Overstaffing and Unreliable Compensation:
The business is routinely overstaffed, resulting in severely reduced hours and unpredictable income. Employees cannot rely on a stable schedule or consistent pay. The company uses a biweekly pay cycle—which is highly uncommon in bartending—and payroll errors are frequent. When mistakes occur, employees are required to wait an additional two weeks for correction. A typical two-week paycheck can average around $1,000, making it financially unsustainable for anyone relying on this job as their primary source of income.
6. Excessively Chaotic Communication Channels:
The company’s reliance on WhatsApp leads to constant, excessive group messaging. The volume of notifications is overwhelming and reflects a lack of organized systems or streamlined internal communication practices.
7. Persistent Micromanagement and Boundary Violations:
Micromanagement is prevalent, while role responsibilities remain unclear. Non-managerial staff often overstep boundaries by attempting to exert authority, creating confusion and unnecessary tension. This lack of structure undermines both workflow efficiency and team morale.
8. Reason for Departure:
While there were a few individuals I appreciated working with, the overall environment was neither professional nor sustainable. Coming from a bar leadership position, it was concerning to be trained by individuals with minimal bartending experience while navigating constant conflict, disorganization, and negative energy. The workplace culture is overwhelmingly unstable, and employees struggle to find motivation or fulfillment. Ultimately, the stress, lack of structure, and absence of professional leadership made continued employment impossible.