Poor organizational structure and lack of clarity: Roles, responsibilities, and reporting lines were confusing. This made collaboration and accountability very difficult.
Nepotism and favoritism in leadership: Upper management heavily favored hiring and promoting people from their previous companies the "buddy system". Loyalty to personal networks appeared to matter more than competence or performance, which created cliques and made nonconnected employees feel like outsiders.
Hypocritical company culture: Leadership frequently talked about "employee matters" values, strong culture, and employee well being, but in practice these were not reflected in actions. Layoffs, heavy workloads after staff reductions, and a focus on looking good on paper undermined any real trust.
Frequent layoffs and job insecurity: Multiple rounds of layoffs created constant uncertainty. Remaining employees were expected to absorb significantly more work with fewer resources and little recognition or support.
Heavy favoritism toward offshoring and lower cost international employees: Upper management strongly preferred hiring or retaining talent in countries with significantly lower cost of living because their lower salaries made departmental budgets and headcount metrics look better on paper. This resulted in U.S. based employees being disproportionately targeted in layoffs or overlooked for retention/promotion.
