Significant lack of structure, consistency, and professional communication across leadership. Expectations, feedback, and decisions did not align in a way that reflected a well-managed or disciplined environment.
A “30-day focus” document was presented during what was described as a standard quarterly conversation, with no indication it was disciplinary or tied to continued employment. No formal warnings, structured follow-ups, or escalation were communicated at any point.
Shortly before termination, I was sent to represent the company at an external conference, which made the timing and reasoning behind the decision difficult to reconcile. I was ultimately let go for “not meeting expectations,” while also being told the role was being eliminated.
During the exit process, comments were made suggesting I should “learn a lesson,” despite the absence of clearly communicated performance concerns. There were also multiple instances where communication was raised in tone, contributing to an inconsistent and, at times, unprofessional working environment.
The company also chose to appeal my unemployment claim based on the same limited documentation, and that appeal was not upheld.
Overall, the experience reflected a lack of alignment, structure, and professional accountability in how expectations were communicated and decisions were made.
