There was a consistent lack of strategic clarity from senior leadership. Long-term direction often felt undefined, with decisions appearing short-term and preservation-focused rather than growth-oriented.
Micromanagement was prevalent, particularly from individuals whose own strategic contribution was difficult to identify. Autonomy was limited despite expectations remaining high, and scrutiny often replaced support.
Certain long-standing team members had developed an inflated sense of importance that did not always correlate with measurable impact. Titles appeared to matter more than outcomes. Confidence was abundant; competence less consistently so. This created a dynamic where dissenting views were discouraged and collaboration felt secondary to ego preservation.
Morale was noticeably affected by a persistently negative presence within the team - described by multiple colleagues as draining and obstructive. Over time, this had a tangible impact on performance and retention.
