Leadership by mood, not strategy: Senior management expects constant reassurance and emotional validation. Real business challenges are often dismissed in favor of personal comfort.
Politics-driven culture: Advancement depends more on “managing up” than on delivering results. Middle managers prioritize pleasing leadership over enabling their teams.
Empty promises: “Unlimited PTO” is rarely approved, home office stipend was promised but never delivered, and WFH flexibility offered in other regions is denied in GC.
Gender imbalance: Female attrition is noticeably higher than male attrition, and men promoted more quickly. Department leadership remains male-dominated.
Unprofessional communication: Monthly all-hands focus on vague motivational speeches and personal reflections instead of meaningful business updates.
Double standards: Leadership is rarely in the office but enforces strict in-office presence for all employees, even roles that don’t require it.
Damaged external credibility: Poor leadership behavior has negatively affected client relationships and brand reputation in the region.
Climate of fear: Employees feel unsafe raising concerns. Silence and politics have become the survival strategy, which explains the steady stream of resignations.
