This one’s tough, and I’ll start by saying I really do want the company to succeed. Unfortunately, there are just too many issues that made this list long, and ultimately led me to leave:
1. Constantly shifting strategy: Every six months or so, something new comes up and the previous strategy gets pretty much forgotten. Nothing ever gets properly finished, which leads to half-baked initiatives being shipped or fully developed ones delivered with poor quality.
2. Micromanagement: They hire very talented, experienced people but don’t give them the space or autonomy to actually do their jobs. Even when risks and consequences are flagged, upper management makes the calls, and you’re left with no choice but to execute. Later, you’re held responsible (and often formally blamed) for the exact issues you warned about but were ignored on.
3. Toxic environment: Over the past 18 months, the culture has become heavy and somewhat toxic. Out of fear of layoffs and constant pressure, people are only looking out for themselves. This has created silos and a lack of collaboration, which causes problems across all levels of the business.
4. High leadership turnover: Senior leaders are leaving fast - VPs, Directors, Heads of, and even 3 C-level execs in the last year alone. While senior leadership insists there’s “no secret google folder” that these people have access to, it’s pretty clear that with their visibility, they know things others don’t, and that’s why they’re leaving. New senior hires get painted as saviors, only to leave within a year or so once they see the true state of the business and who they’re working for.
5. Poor investments: They’ve poured a huge amount of cash into a product that isn’t delivering ROI and by the looks of it, may never.
6. Layoffs and rehires: Like many companies, they’ve done layoffs as cost-cutting measures. But they don’t do proper due diligence, and later realize they actually need those roles. So, they recreate the very same teams they cut but under a new name and title. This breaks business continuity and adds even more chaos.
7. C-level claims to be leading with transparency, but in reality they sugar-coat what is really happening. I believe their intent is to not to kill morale, but people are adults and need to hear what is actually going on so they can truly help. By pretending that everything is great when in reality everyone knows it's not, creates resentment and confusion.
It's a real shame that some people reached out asking for a referral and I've stirred them away from the company.
I hope the board soon realizes that changes must happen at the highest of the ranks before it's too late.
