Pros
-Competitive compensation
-Several capable and supportive coworkers
-The role itself had potential with stronger leadership structure
Cons
-Leadership training programs are highly subjective and unevenly applied
-Training appears heavily focused on “team engagement” rather than practical management skills, employment standards, or legal compliance
-Advancement and recognition felt more influenced by personal relationships than objective performance
-Accountability tends to shift downward, with frontline managers absorbing blame for decisions made at higher levels
-Centre/location managers often receive credit for work completed by their teams while distancing themselves from outcomes of their own decisions
-Employee concerns are not addressed consistently or transparently
Responsibilities, expectations, and schedules change with limited explanation
-Performance management processes feel reactive rather than supportive
-Sexual harassment and bullying concerns were raised through formal channels, yet employees experienced limited protection and follow-through.