> Management shields unacceptable behaviour - Multiple complaints about harassment were met with indifference with management explicitly prioritising internal politics/convenience over employee wellbeing and safety
> Unlimited holiday policy in name only - In reality, time off is tightly controlled. Managers reference “team averages” and discourage taking more than the norm, undermining the entire purpose of the policy. This is one of the metrics also used in salary/promotion cycles
> Blame culture - Management is far more focused on assigning fault than solving problems
> Top heavy structure - Company is not big enough for so many managers who also have unclear roles which lead to managers micromanaging day to day work
> Surveillance-style management - Management uses phone tracking to monitor office attendance, and this data is used during salary/promotion cycles. It’s a deeply mistrustful and childish approach that reflects more on leadership's insecurities than employee accountability. The hypocrisy is hard to ignore, as many members of senior leadership work remotely themselves, yet still enforce these measures on office-based staff. This creates a culture of control, not collaboration as they will try to gaslight you to believe
> Overloaded teams - Burnout is very common due to extremely poor management and unrealistic timelines
> Lack of transparency - Repeated false promises regarding promotions, pay reviews, and benefits as there is no clear progression path. They keep coming up with arbitrary and ever-changing performance metrics that seem designed more to justify withholding raises and promotions than to support meaningful development
> Technical stagnation - Long tenured leads often resist change and promote a toxic "we know better" culture, which undermines innovation and demoralizes capable staff
> Disconnected strategy - Priorities shift constantly and initiatives and re-orgs are often out of touch with the actual needs of the projects/staff
> Non-inclusive leadership - Lack of diversity from middle management upward. Opportunities often appear influenced more by personal relationships rather than merit (incompetence is rewarded)
