- Perceptions of nepotism and personal friendships influencing decisions creating doubts about fairness and limited opportunities for those not in those circles.
- inefficient team structure - many layers of managements within departments with undefined roles other than just titles.
- Egomaniacs - leads often refuse change and promote a toxic culture, which stiffle innovation and undermines capable staff from promoting new change
- Lack of transparency in the promotion process. A new promotion matrix was introduced about 2 years ago where performance is rated against contribution and company values. When I asked for feedback on how to improve my “company values” score, I was given examples of colleagues seen as role models, but no clear or actionable guidance on what I could do differently at my own level.
- certain departments pay the price for other departments meaning you would normally be expected to work weekends and longer shifts to rectify issues that were meant to be captured before production.
- You are tracked around the office via an app you need to enter the office
- Retaliations are common. I've often raised issues about certain aspects in the team and rather than working towards change, I would see actions of retaliations for bringing an issue forward.
- Management tries to hire more bodies to address ever growing production while failing to address the real bottleknecks in production can be frustrating. How can one hire more chefs for the same kitchen that may only have 1 oven and 1 cooker?
- You may become the scapegoat. Management will always protect certain individuals and themselves even if there are evidence they are at fault.
- E-staff are extremely disconnected with the process
