~Team dynamics vary significantly depending on location. While some teams are collaborative, others feel disconnected and lack cohesion. There can be subtle favouritism and exclusivity that make integration challenging. Stronger team-building efforts across locations would help bridge the gaps.
~Onboarding lacks depth! There isn’t a strong introduction to company values and mission and I had the chance to mention this to senior leadership. Employees are often thrown into work without a clear understanding of what Intact stands for, unless they actively seek out that information.
~Frequent management transitions create instability within teams. While promoting from within is great, the constant shift in leadership results in unclear expectations and inconsistent management styles. More structured leadership transitions would benefit both managers and employees.
~Workplace engagement is inconsistent! High turnover and constant workflow changes add unnecessary stress.
~Leadership inconsistencies create confusion—expectations discussed in private often changed without notice, and at times, workload distribution felt more reactive than strategic. Even during transition periods, tasks were unexpectedly added without prior communication, leading to frustration.
~Management at times appeared reactive rather than proactive, especially in response to internal engagement scores and other internal pressures. Decisions sometimes felt driven more by damage control than a genuine desire to support the team.
