Bonuses are repeatedly promised to employees, only to be delayed, or quietly ignored altogether with no real timeline in place, we are now 4-6 months over due our bonuses and this is the case for the whole company. Leadership continues to use vague assurances and empty commitments to maintain morale, but over time it becomes increasingly clear that these promises rarely materialise.
The CEO in particular consistently presents ambitious statements and commitments to staff, only for them to be abandoned without transparency or accountability. A clear example was the promise of a company-wide social/event following a successful year, which has since gone completely silent with no communication or update provided to employees. Unfortunately, this appears to be part of a wider pattern of overpromising and underdelivering, especially from the CEO, Emma.
Review cycles have also been delayed by months, directly impacting employee progression and pay increases. The timing of these delays appears highly convenient for the company, pushing promotions and salary adjustments into later pay periods and ultimately saving money at the expense of employees who have already earned progression through their work. Playing with people’s livelihoods in this way demonstrates a serious lack of professionalism and respect for staff.
There is also a growing perception internally that progression is heavily influenced by favouritism rather than merit. Employees who align themselves closely with senior leadership appear to receive preferential treatment, opportunities, and promotions regardless of actual performance, while others are overlooked despite delivering strong results consistently.
The company culture increasingly feels driven by optics rather than integrity, with leadership expecting loyalty and motivation from employees while failing to provide transparency, fairness, or accountability in return.
