• Since the departure of the previous General Manager, there has been a noticeable deterioration in leadership capability, operational direction, and overall stability
• Workforce planning and forecasting are consistently inadequate, resulting in predictable staffing shortfalls that are left for frontline teams to resolve in real time
• Decision-making is frequently reactive and appears focused on short-term optics rather than sustainable operational outcomes
• Leadership demonstrates a limited understanding of the practical realities of day-to-day operations, leading to expectations that are not achievable on shift
• There is a clear tendency for accountability to be pushed downward, with frontline staff expected to absorb the consequences of poor planning and resourcing decisions
• Fixed salary arrangements for rotational shift work are not competitive with the broader market, particularly given the hours, variability, and operational demands
• Ongoing issues are repeatedly identified but not effectively resolved, creating a cycle of the same problems without meaningful improvement
• Morale has declined significantly, with many employees feeling unsupported and undervalued
• Increasing turnover is evident, with experienced staff leaving and placing further strain on those who remain.
• If you’re not friends with the hiring manager for internal roles you might as well not even bother applying. No consideration is given to capable candidates, only who’s the most popular.
