Pros
Strong onboarding experience and initial support from leadership
Clear expectations and alignment during the first few months
Positive, collaborative team environment early on
Opportunity to learn and grow in a fast-paced environment
Supportive culture prior to leadership changes
Cons
Significant decline in overall team experience after leadership transition
Director stepped into the role without direct experience in the function, leading to gaps in effective management
Leadership initially presented as supportive, but this did not reflect long-term behavior or management style
Constant and frequent changes to priorities, expectations, and processes, creating instability and lack of structure
Efforts to remain adaptable, positive, and supportive during ongoing changes felt taken advantage of rather than recognized
Inconsistent and contradictory feedback — verbal feedback was consistently positive, while written documentation did not align
Lack of clarity around performance expectations, making it difficult to understand what success looked like
Noticeable shift in management behavior and communication over time, particularly toward the end of tenure
Concerns around being managed out rather than being supported or developed
Attempt to initiate a Performance Improvement Plan (PIP) that broadly covered the entire scope of responsibilities, rather than specific, actionable areas for improvement
Misalignment between day-to-day performance feedback and formal performance concerns raised
Perceived favoritism toward newer team members, specifically white male employees
Observed comments and behaviors that felt culturally insensitive, particularly in reference to offshore (India-based) team members, creating concerns around inclusivity and respect
Overall lack of transparency, consistency, and equitable treatment in performance management
