Low level HR does not seem to do their job. Leadership quality is inconsistent and, in some areas, deeply problematic. Promotions do not consistently reflect performance, integrity, or people-management ability. This has contributed to environments where politics and favoritism can outweigh merit. There are leaders whose management style and impact on morale are widely discussed across teams, yet accountability for these patterns appears limited. In some cases, individuals with reputations for high turnover or negative team culture continue to be rewarded or remain unchecked. High-performing employees who are committed to the company’s success are not consistently supported or protected. Strong contributors often exit while ineffective leadership remains in place. Meanwhile, disengaged or underperforming individuals may remain insulated. There is a clear gap between publicly stated values and day-to-day management behavior. Psychological safety is not consistently present, and raising concerns through formal channels does not always lead to neutral or constructive outcomes. Over time, this erodes trust, damages morale, and drives preventable turnover.
