Pros
Prior to the acquisition, this was genuinely one of the best places I had ever worked. The culture was supportive, relationships were strong, and people genuinely cared about each other. Teams were trusted, valued and empowered to do their jobs. It was somewhere I could see myself staying until retirement.
Cons
The business I joined and the business I left are completely different organisations. Following the acquisition, workloads increased dramatically while resources reduced. Teams became smaller as experienced employees left due to stress, burnout and frustration, leaving those who remained to pick up the pieces. What was once a successful and highly capable payroll team became stretched beyond reasonable limits. Work-life balance is virtually non-existent. Employees are expected to complete ever-increasing workloads within standard working hours, yet overtime is discouraged or outright refused. The result is an impossible situation where there is too much work to complete during the working day, but employees are criticised when deadlines are missed. Expectations continue to increase while support continues to decrease. The payroll service line feels chaotic, disorganised and disconnected from operational reality. New layers of management and hierarchy have been introduced, bringing endless initiatives, targets, reporting requirements and deadlines which often create more work rather than solving problems. Those setting expectations often appear far removed from the day-to-day challenges faced by the teams expected to deliver them. Employee feedback is routinely sought but rarely acted upon. Concerns are raised, acknowledged and then seemingly ignored. People are not listened to. Many talented and experienced employees have left after years of dedication because they no longer felt valued or heard. Career progression is frequently mentioned but rarely evidenced. Recruitment adverts talk about clear development pathways and opportunities for advancement, yet this did not reflect my experience or the experience of many long-serving colleagues. If progression and development are not being prioritised for loyal employees who have dedicated years to the business, new starters should manage their expectations accordingly. The benefits package is underwhelming compared to what many other employers now offer. Having since moved elsewhere, I have realised just how little emphasis was placed on employee wellbeing, support and recognition. I recently saw a vacancy advertised describing this as a great time to join the business. Based on my experience, that statement could not be further from the truth. There appears to be a significant disconnect between the image presented externally and the reality experienced by many employees internally. Many people remain because they remember what this company once was and continue hoping it will return to that. Unfortunately, each year that hope becomes harder to justify.
