Pros
A small number of genuinely capable and supportive colleagues who try to rise above the dysfunction. • Occasional pockets of teamwork, though the wider culture constantly undermines them. Great benefits and pay
Cons
A culture of backstabbing that thrives due to the organisation’s unwillingness to address issues openly. Instead of honest conversations or constructive feedback, problems are pushed into the shadows, creating an atmosphere where indirect criticism and behind‑the‑scenes manoeuvring become the norm. • Leadership routinely avoids difficult conversations. Senior managers often fail to address performance, behaviour, or team issues directly, which leaves staff navigating uncertainty and mistrust. • HR operates more as an enforcement mechanism than a support function. In many organisations, HR balances business needs with staff wellbeing. Here, they are frequently brought in to handle situations managers should address themselves, which erodes confidence and creates a climate of fear. • Turnover is extraordinarily high for a company of this size. With roughly 300 employees, the volume of departures is far beyond what would be expected in a stable organisation. Teams lose continuity, knowledge drains away, and remaining staff are left to pick up the pieces. • Technical debt is overwhelming. Core systems are outdated, poorly maintained, and patched together. Instead of long‑term investment, the organisation relies on short‑term fixes that compound the underlying problems. • Management instability is constant. In my department alone, three managers left or were removed within a single year, each citing similar frustrations. This level of churn makes it nearly impossible to build momentum or trust. • Morale is extremely low across the organisation. Many employees are openly unhappy or actively seeking roles elsewhere, which reflects the depth of the cultural and operational issues.