• Completely siloed organization where teams act in their own self-interest with little to no coordination. This constantly breaks processes and creates unnecessary friction across the company.
• Deeply ingrained culture of low accountability. Many employees are not focused on doing good work, but on doing just enough to avoid attention.
• Widespread complacency. Instead of fixing obvious issues, people actively avoid them to protect themselves. This creates an environment where inefficiency is normalized and sustained.
• Strong presence of favoritism and nepotism, particularly in revenue functions. Hiring and promotions often appear based on personal relationships rather than competence, which severely impacts team quality and trust.
• Underperformance is tolerated if you are aligned with the “right” people. Meanwhile, raising concerns or challenging the status quo feels unsafe and can backfire. HR does not function as a neutral support system.
• Overall workplace experience is inconsistent and often unprofessional. Basic support functions depend more on personal dynamics than clear standards or accountability.