- Salary progression essentially does not exist. No increments for years, which effectively means a pay cut over time. The salary banding and structures are frequently revised. Employees are told an increase will happen the following year, only to later be told they are already above the band and therefore ineligible. Interestingly, this does not seem to apply at the senior manager level and above, where promotions and budget flexibility are handed out if you are in favor.
- Management operates through fear. Employees are placed on PIPs and exited abruptly. There is no transparency around departures, though word spreads privately when colleagues reach out. System access is cut off so suddenly that it effectively broadcasts who has been terminated. The overall message: Anyone can be next.
- Leadership hires in recent years have undermined async work. Folks in APAC have been forced into unsustainable schedules. The “work from anywhere” promise turned out misleading. We are expected to remain in their country almost all the time.
- Since the arrival of the CHRO, several highly capable leaders in the People team have been pushed out or left because their perspectives differed. Almost all experienced People Partners resigned in close succession. A near-clone of the CHRO was then hired into a director role, creating even more dysfunction. What was once a strong People team is now reduced to producing reports and statistics to appease executives.
