Credit Acceptance reviews

-CIO is poor leader. He's way over his head. He has no vision/direction for the department and instead of making true changes to the organization, he changes names of departments/titles. Lack of direction cascades down and ends up with all the individual areas having conflicting/confusing priorities and nothing really getting done. -VP level is constantly trying to prove themselves. This has caused their areas to run in separate directions trying to show value. It's very chaotic and stressful. A lot of your work gets canceled before you're able to finish. Priority/direction changes multiple times throughout the quarter so it's very hard to set and follow through on plans. When you get to the EOY performance review you'll be asked why you haven't completed any of the goals (that were established only 2 months before) and then you'll be rated on your inability to complete year long goals in 2 months. This isn't just happening to me, it's happening across the entire department. -It is NOT a listening culture, whatever they try to tell you. When you voice feedback, you end up with managers and individual contributors getting more work assigned to them. The best case scenario after giving feedback is that in the next town hall they'll claim no one has spoken up to give feedback and everything stays the same. -Employees in the department feel they're on their way out and are looking for new jobs. Many of the new hires I've seen join the organization leave within a year. The general feeling is unease and stress. -Bonus/raises are low/non-existent due to end of year goal shifting. Direct managers are scared to stick their head up for fear of getting fired. -The Engineering department has scored ~60% for "This is a psychologically safe place to work" for three years straight on satisfaction surveys for the company