Systemic failure: toxic management, fake training, and HR that gaslights employees - Marketing Assistant Henry Schein Employee Review

This organisation is a case study in how not to run a workplace. Training is an absolute shambles. “Onboarding” consists of dumping vast amounts of information into long, bloated meetings with no structure, no documentation, no reinforcement, and no understanding that learning complex systems requires time and repetition. You’re expected to perform at full capacity almost immediately after this mess, then criticised when the inevitable gaps appear. Even experienced staff openly acknowledged that my induction was the worst they had seen — which says everything. Management is hostile, reactive, and fundamentally unfit to manage people. Expectations constantly change, instructions contradict each other, and mistakes are handled through public criticism rather than support or coaching. Asking for clarification or help is treated as weakness, yet not asking is later used against you. You cannot win. The impact on mental health is brutal. There is no psychological safety, no genuine wellbeing support, and no attempt to check in unless it suits management optics. Anxiety, stress, and burnout are normalised. People quietly leave, one after another, and leadership pretends not to notice — or worse, blames the employee. HR is actively harmful. They are not neutral, not independent, and not there to protect employees. Formal grievances are minimised, serious allegations are conveniently ignored, evidence is selectively acknowledged, and outcomes are clearly written to defend management rather than establish truth. The process feels rehearsed and procedural, not fair. If you expect HR to help you, you will be disappointed. There is a clear culture of protecting managers at all costs. When behaviour is challenged, the response is denial — followed by silent internal “adjustments” that conveniently prove the original complaint had merit, while still insisting nothing was done wrong. No accountability. No apologies. No learning. Turnover is not a coincidence here — it’s a pattern. And instead of addressing it, the company doubles down and carries on.