Significant leadership problems
Ongoing and indiscriminate downsizing
Constant cost reduction pressure
Perceived versus actual culture
Autenticity, Cliques
Demanding and heavy work load, 1 person doing 3 peoples jobs
Poor wellness and well being
Lots of corporate process making it hard to get work done
Too much and complicated systems administrative work
It’s hard to judge an organization from reviews alone, since many can feel encouraged or overly positive, which may inflate ratings. The day-to-day reality can be less polished.
Experiences vary widely across locations and region leadership teams, and in some area’s employee feedback has been notably negative following recent leadership changes.
Unrealistic expectations
Reorganizations can happen for many reasons, but repeated turnover of experienced and talented leaders can be disruptive. Large structural changes and downsizing may prioritize short-term savings over long-term capability, especially when strong performers leave or morale drops.
The culture can feel cliquey, where connections matter more than skills. Long hours are common despite wellness messaging, leaving little time outside of work. People who stand out can be perceived to be a threat to leadership so may have fewer chances to try new things, and opportunities can feel concentrated within an inner circle.
Overall, the environment can be draining, and many people trust and rely more on each other than on the organization for support.
