• Communication from leadership often felt inconsistent during periods of organizational change
• The leveling and competency frameworks were not always updated or applied consistently, which created confusion around performance expectations
• Feedback systems sometimes emphasized documentation of performance gaps without equally recognizing KPI exceedance or improvement over time - attributing to an imbalance of performance metrics overall
• Development and career growth pathways depended heavily on individual initiative rather than structured leadership support
• Leadership accountability and people-management training appeared uneven across teams
• Some employees reported difficulty having open conversations with leadership about workplace concerns
• Diversity & Inclusion initiatives did not always translate into day-to-day experiences for some employees.
