Toxic leadership and convoluted hierarchy. Leadership selection is based on skills proficiency exclusively. Delegation of job duties and responsibilities of supervisors are significantly convoluted making it highly difficult who to address with issues or who to rely on for administrative support. Supervisors may be extremely overwhelmed with job responsibilities to point where there is painfully restricted outlet for on-site managers. There is an exaggerated reliance on email for dissemination of information and resolving typical operations of job. Face-to-face contact and verbal communication is almost non-existent occurring once a month to not at all. No real trust exists between supervisors and employees. High-level supervisors need urgent training on how to address employees professionally, such as addressing employees by first name or agreeing with employees on how to be addressed, rather than reverting to terms of endearment highly unsuitable for a business environment. The company also needs stronger enforcement of dress code requiring more conservative business attire. High-level employees need to be held more accountable for their behavior toward on-site managers. No resources are offered for mentoring and developing leaders who can communicate effectively, listen empathetically, inspire and motivate consistently, evaluate and acknowledge employee performance strategically, and basically care to promote and nurture employee morale and satisfaction.