Due to past the last 2 major RIFs which resulted in ~30%+ of the staff being let go and more who left on their own following the restructuring it left many teams with limited resources to support projects and still have goals that remained the same prior to the RIFs to try and figure out ways to complete the work with even less help.
Even before the 2 major RIFs the daily saying with teams was "we're building the plan as we're flying it." So following the RIF managers and team leads were tasked with completing goals with less support/resources or with entire departments removed and neighboring groups forced to come in and support- this takes time to integrate new staff into existing roles, but middle/Sr. leadership was/is poised to maintain the lofty goals of the executive leadership to appease shareholders. There were multiple instances where because an entire department was gone due to RIF and subsequent quitting made it so a large gap in the clinical process was overlooked and leadership would not fill that role directly due to budget restrictions so others has to pitch in and put on "new hats" to get tasks across the finish line only for leadership to remark that "your team missed the target," which once again, did not change between pre and post RIF.
This mentality persists to this day; however, this clear mismanagement of the resources they had and still have continue to burn their strong/bring employees out. If you're looking to grow, look elsewhere unless you're looking to test your skills in a high stress low supportive environment.
Feedback to middle management (AD/Dir) about the issues gets your niceties about the effort you're putting in, but there's nothing they can do. Additionally those left in the middle management roles, as mentioned in the subject, are primary causes of toxicity- you can't trust any of them to truly have your back.
