The biggest issue is the quality of management. Decision-making often feels reactive rather than strategic, with frequent changes in direction and constant micromanagement. Teams are expected to execute without much context, and priorities shift regularly, making it difficult to focus on long-term goals. Managers often appear to act primarily as messengers for decisions made higher up rather than advocating for their teams or exercising independent judgment.
The company goes through frequent "reorganizations" (layoffs), creating uncertainty and making it hard to build momentum. Leadership operates in a very top-down way, and there is a noticeable reluctance among employees to challenge decisions or raise concerns. People tend to stay quiet rather than risk being seen as disagreeing.
The culture is heavily influenced by internal politics. Visibility often seems to matter more than impact, and recognition is not always tied to meaningful contributions. This encourages impression management over collaboration and makes it harder to have open, honest discussions.
Overall, the environment can feel driven by fear rather than trust, which affects morale, communication, and ultimately the company's ability to execute effectively.
