Diligent reviews

- Here you exist and become someone if you reach Director level. Promotion board and announcements clearly distinguish above and below Director. Discriminates and differentiates based on seniority. - Toxic leadership does not address issues identified across departments. They transfer the issue to lower levels and expect others fix these issues for them when it is expected behaviour of a leadership role. - Constant changes in systems and processes barely announced in Teams, expecting all company to be informed in a very passive way when changes affect multiple internal departments. - The perception of good manager is based on whether you are a good seller or not. Folks in CS, PS, and other areas struggle with this phylosophy due to the cannibalism of revenue opportunities. - People work in fear of raising operational gaps because of fear of future reprecussions in performance reviews. - Cliques and favouritism. Above Director level, you can see the same folks being promoted every year. Below Director level, forget it, only if you're favourite and willing to shut up when observing unfair treatmenr will lead you to a promotion.

Disappointing product and market fit.