Management practices lacked consistency and transparency. Expectations were unclear and appeared to shift over time, particularly after employees raised concerns or asked for support. Feedback was not always timely or constructive, and disciplinary processes felt unevenly applied.
There was a noticeable lack of psychological safety. Raising concerns, asking questions, or advocating for oneself did not feel encouraged and, in some cases, appeared to result in negative consequences. Processes around performance management and termination were poorly communicated and felt reactive rather than fair or standardized.
The culture did not feel inclusive in practice. Decisions and outcomes often seemed influenced by subjective perceptions rather than clearly documented performance criteria.
