Limited opportunities for promotion and career advancement, even when working alongside senior staff and performing similar responsibilities.
No salary increases were implemented in the past year.
Support teams often operate in silos, which can reduce collaboration and overall efficiency.
Performance reviews tend to emphasize “meeting expectations,” with limited differentiation or recognition for high performance.
Some overlap in management roles within support teams, despite relatively small team sizes, which can occasionally create imbalances in workload distribution.
In my experience, management style could be very policy-driven, with a strong focus on attendance, documentation, and risk mitigation. While structure is important, this approach sometimes came across as lacking flexibility or empathy in employee interactions.
For example, when communicating in advance about unexpected situations (such as a car accident), responses tended to focus on potential impact to the team rather than acknowledging the situation itself. A more balanced approach that includes both operational needs and basic acknowledgment of employee circumstances would improve morale and communication.
