After the departmental restructuring and downsizing, overall compensation and working conditions worsened.
Pros
The only notable advantage is the relatively generous leave allowance. However, accrued leave is not always easy to take, and converting unused leave into compensation requires multiple layers of approval. The process can be delayed for over six months, or even longer, under the justification that this is simply “standard procedure.” When concerns are raised, the response may be something along the lines of, “Then you shouldn’t work overtime.” This overlooks the reality that customer-related issues often cannot be completed within regular hours — otherwise, no one would choose to work overtime in the first place.
Cons
Employees are expected to strictly “stay in their own lane,” but when colleagues fail to complete their responsibilities, the workload is often pushed onto others instead. There are numerous structural and management issues. Leadership frequently shifts responsibility rather than addressing problems directly, and employees who genuinely want to do their jobs well are often penalized for it. Interdepartmental communication is poor, with teams regularly deflecting responsibility if an issue is deemed outside their scope. As a result, customers are left waiting, while frontline and responsible staff are placed in extremely difficult positions. The internal escalation and feedback channels are rigid, highly hierarchical, and inefficient. Career progression opportunities are limited and tend to favor those who are compliant rather than those who are capable.
