Firstly the leadership style relies heavily on favoritism and regional bias. Promotion and growth are currently tied to personal relationships rather than professional merit, leading to a fragmented and political toxic work environment.
The organization is currently facing serious structural and leadership gaps that are impacting employee morale and performance.
# Lack of defined SOPs and process governance
# Frequent unrealistic targets without data-backed planning
# Weak cross-functional stakeholder alignment
# Inconsistent leadership behavior and unprofessional communication in meetings
# Regional favoritism and visible bias in growth opportunities
# Limited training, development, or structured career progression
# Procurement function treated like a sales target-driven team rather than a strategic value driver
# Lack of data transparency and systems support
# Job security concerns due to unstable management decisions
#HR function perceived as management-aligned rather than neutral and employee-centric
#Employee concerns often go unaddressed, reducing trust in grievance mechanisms
