Values on stage don’t match the culture backstage: expectation overload, lack of support, and lack of reciprocity
Pros
The clients, partners, and leaders you get to work with externally are exceptional. The mission and external-facing brand are inspiring, and the events themselves are a great experience. Some team members on the ground care deeply and work incredibly hard.
Cons
The internal culture is draining and often toxic. Burnout is normalized, and long hours are an unappreciated expectation. Leadership struggles with clarity, consistency, and long-term vision, and micromanagement often fills the gaps. Turnover is constant, creating instability. Compensation is not competitive, and the incentive structure is unclear and inconsistent. Top performers will feel that their contributions are not appropriately reciprocated in the compensation process. PTO practices are also restrictive, with strong pressure to use most or all vacation days in August, which limits flexibility and work-life balance. The company relies on outdated technology and operates with minimal process, which makes basic tasks harder than they should be and creates constant friction. In my experience, leadership places far more focus on internal politics and reactive decision-making than on creating a strong, consistent customer experience and a cohesive vision, which was difficult to reconcile with the values the company promotes publicly. The lack of any true HR function means employees often have nowhere to turn for support, guidance, or escalation. Overall, there is a significant disconnect between the leadership principles advertised externally and the actual work environment inside the organization.