In September 2024, I joined [Company Name] as a Deputy Manager, stepping into the role with dedication, strong work ethics, and a passion for contributing meaningfully to the organization’s goals. Over the next several months, I worked diligently across projects, collaborated with cross-functional teams, and consistently met expectations.
In recognition of my contributions, I was promoted in April 2025, which I took as a sign of mutual trust, growth, and alignment with the company’s vision.
However, in May 2025—barely a month after my promotion—I was unexpectedly laid off as part of a sudden organizational decision. There was no prior indication, performance concern, or structured communication regarding this action. The layoff was abrupt, poorly managed, and left many high-performing employees blindsided and disappointed.
During my time with the company, I observed multiple flawed internal practices, such as:
Lack of transparency in decision-making, especially related to workforce planning.
Inconsistent criteria for promotions and layoffs, often driven by internal politics rather than merit or performance.
A culture that promotes optics over outcomes, valuing surface-level achievements more than real contributions.
Minimal support for employee growth, despite public claims of a people-first culture.
A tendency to reward compliance over critical thinking, which stifles innovation and accountability.
It’s disheartening to see companies use talent to meet short-term goals and then discard employees without empathy or planning. While I remain proud of the work I delivered and the professional relationships I built, this experience has made me more cautious about organizational values that are merely performative.
