Lack of Meritocracy: People are recognized and promoted based on their linkedin posts, influence on social network and/or tenure and not on what they have delivered, the effort they have put in and the way they have approached problems. Regardless of the impact that you have made and the metrics you show to prove that, if the topmost management finds a bone to pick with you, your chances of growth are next to none and you will always be an outsider.
Lack of Humility: Resting on its past laurels (without a quarter that has had positive margins since it went public), the old timers are resistant to change, view newer employees as a threat and will not allow work to progress if it threatens their tiny empires or there level of thinking. Humble is just a lip service value and underwhelming employees who got lucky as being part of the ipo bandwagon think they are nature's gift to the tech sector. The C suite will not hold back from insulting their own staff in front of their teams. The same C suite also has a huge opportunity to develop their listening skills as, in most meetings, they are too busy admiring the sound of their own voice instead of listening to their employees. Instead of helping them by providing direction, empty platitudes followed by veiled threats are the culture. They will also brush off or deflect difficult questions related to company performance in open forums and instead focus on spinning how great hte company culture is.
Extremely political for a company of this size: The "popular kids" in the upper echelons are bullies who attack teams that are new or have not been able to get the support or confidence of the upper management. They will beat down on their unpopular peers to deflect negative attention away from them
Immature execution and mindset: No one is willing to make tough decisions about processes and strategy, teams are pitted against each other (they say we dont hate waste). people's operations is extremely immature
