Unfortunately, the cons outweighed the pros. Management quality is very hit-or-miss, and there is little real room for career growth despite hard work or strong performance. Interdepartmental tension often makes collaboration more difficult than it should be, and advancement can feel more dependent on circumstance than merit. There’s often a strong “do as I say, not as I do” culture, with leadership delegating tasks without full context, then placing blame when expectations aren’t met.
Employees are encouraged to contribute ideas, improve processes, and even help integrate AI and automation into workflows—but it can feel deeply discouraging when those contributions are later followed by layoffs or restructuring. Remote employees, despite often producing strong results, can also feel undervalued or unfairly scrutinized compared to in-office staff. During COVID, the company demonstrated that remote work could succeed while supporting employees’ work-life balance, but that flexibility seemed to disappear despite proven productivity.
Despite frequent culture surveys promoting honesty, genuine feedback can feel risky, as concerns about workplace issues don’t always seem to lead to meaningful change. Restructuring and layoffs create instability, and high-performing employees may feel more expendable than rewarded. There were also concerning patterns around eliminating positions near key benefit milestones, only for similar roles to reappear, leaving many employees questioning fairness, loyalty, and long-term job security.
