Hasbro reviews

- The company is eliminating remote work under excuses that honestly do not make much sense, especially the typical “productivity” argument. It would be more honest to simply admit they do not know how to properly manage remote teams. - They also removed “Summer Fridays,” a long-standing perk that was likely sacrificed to align with corporate decisions and keep the board happy. -From a workplace perspective, the organization has felt like it’s been going through a slow-motion breakdown for some time, with too many decisions made without clear direction, leading to frustration, inefficiencies, and burnout across teams. A significant amount of strong talent has left —whether fairly or unfairly— due to a lack of confidence in the current leadership and future outlook. Part of the challenge comes from the shift toward a more regional and global operating model, which not everyone has been able to adapt to, as some teams still prefer a local-only mindset —with Mexico being a clear example— creating ongoing misalignment with headquarters. There is also clear resistance to change, where the push to bring in newer talent with updated skills clashes with more experienced employees who are reluctant to evolve their ways of working, generating tension and slowing execution. In some cases, there is also a dependency on being told exactly what to do, yet when direction is given, it is often met with pushback under the argument that “the market is different,” further complicating alignment and progress. -Another major issue is that many leaders operate in constant firefighting mode instead of addressing root causes. While this is somewhat understandable given the company’s “lean” approach—where work that used to be handled by three people now falls on one across most functions—it has become the default way of operating. Everything is treated as urgent, priorities lack clarity, and teams spend more time reacting than planning. Occasional instability is expected in challenging moments, but when chaos becomes the norm, it reflects a lack of structure, direction, and accountability from leadership. -There is also a serious accountability issue, where some employees lack clear ownership over their responsibilities, but more importantly, there is limited follow-through or consequences from leadership, allowing everyone to operate in their own way and negatively impacting execution, collaboration, and overall team morale. This becomes especially evident in the Planning Department, which at times seems to do everything except actual planning; the lack of direction and action has led to situations where sales teams end up taking on planning responsibilities themselves. Beyond being organizationally misaligned, this creates unnecessary frustration and forces teams to cover gaps outside their roles. -

- no way to build trust in leadership that isn't transparent - leadership is fine lying to employees - unwelcoming, rude teams - lack of legacy materials or tracking but management is getting rid of everyone with knowledge of operations - convoluted processes - workers forced to use AI for absolutely no reason - ruining MTG's IP with ceaseless collabs