Pros
Excluding the Heads of departments and members of the Executive Committee (Comex), the people I worked with were genuinely nice, professional, and competent. There’s a strong sense of collaboration and team spirit among most colleagues.
Cons
Unfortunately, the leadership culture in some departments, particularly in Marketing and Sales, was problematic. Some Heads of Departments appeared to believe they were superior to others, often disregarding valuable input from their teams. I experienced this firsthand when a product recommendation I made was dismissed—only to be later embraced as the “idea of the year” once proposed by Comex. I also have serious doubts about the competency of certain leaders. A lack of experience led to poor decision-making, forcing teams to redo work and adjust direction frequently. When I reached out to HR for support during a personal challenge, I was met with a surprising lack of empathy. Instead of offering meaningful help, the HR Business Partner seemed more interested in discussing his personal life and weekend plans. What was most disappointing, however, was the disconnect between his public image and private actions. He regularly posts on LinkedIn about wellbeing and mental health, yet fails to apply those values in real situations. It would be far more impactful if he focused less on raising his personal brand and more on embodying the principles he promotes on social media. The company's internal engagement score (NPS) is notably low, reflecting ongoing employee dissatisfaction that leadership has failed to adequately address. Ironically, the company produces content and podcasts promoting wellbeing and good leadership practices, yet fails to implement these internally. Finally, although the company faced difficult times and had to lay off staff, the CEO's salary was increased by 50% in the same year. This move spoke volumes about the leadership's priorities, which appeared more focused on personal financial gain than on employee wellbeing or long-term stability.
