A major concern is the influence exercised by the person functioning as “Centre Head,” despite this not appearing to be a formally defined organizational role. In practice, this role seems to operate with its own policies and expectations, at times separate from or overriding official organizational standards.
There are concerns about selective enforcement of unofficial policies and workplace conduct, often applied inconsistently. A significant issue is perceived targeting of employees who are not in this person’s good books, do not participate in office social activities, or are seen as disagreeing or excluding this person from discussions. This can take the form of micromanagement, unnecessary scrutiny, and sustained pressure.
There have been frequent resignations and transfer requests that many employees associate with this leadership style and the work environment it has created. The pattern of attrition, along with favoritism and targeting, has negatively affected morale, retention, and trust within the center.
There is also concern that certain actions and behavior outside formal company responsibilities have contributed to a negative perception of current employees among external companies, which can impact professional reputation.
