Toxic leadership, zero development, and constant turnover
Pros
A few supportive colleagues who try to maintain positivity in an otherwise demoralizing environment.
Cons
- Toxic management behavior is quietly encouraged as long as performance targets are met. - HR is ineffective and reactive. Formal complaints were dismissed without meaningful follow-up, and those raising concerns were later treated with disrespect. - Extremely high turnover. New employees cycle in and out constantly—clear evidence of an unsustainable work environment. - Calling in sick is discouraged. Pressure is placed on employees to justify time off with a doctor’s note immediately. - Feedback is unwelcome. Managers routinely speak down to employees, resist any form of critique, and present themselves as beyond reproach. - Emotional safety is a major issue. The behavior of certain managers caused multiple colleagues—particularly women—to break down in tears due to aggressive, condescending outbursts. - A toxic gossip culture exists. Managers openly speak negatively not just about those who’ve left, but also about current employees—creating a climate of fear and mistrust. - One-on-one feedback is often delivered in public settings, undermining privacy and professionalism. - No real personal or professional development. Promotions seem to favor blind obedience or internal connections, not actual contribution or skill. - Departing employees are mocked internally. Contract decisions are abrupt, poorly communicated, and handled without professionalism. - Culture is built on control and fear, not collaboration or respect. Burnout is high. Psychological safety is nonexistent. - Instead of addressing concerns or seeking compromise, the unspoken attitude is: “If you don’t like it, you can leave.”
