- ABYSMAL LEADERSHIP: I worked closely (or had regular interactions) with several VPs/GMs/CxOs. Leadership does NOT lead from the front. They micromanage (not even in the trenches with their teams, but from a distance without understanding real challenges), and decisions are made with far-reaching effects on customers and staff but shared with little-to-no transparency. Execs are front-and-center for every company-wide "All-Hands" meetings, and it's all theater...scripted, rehearsed, tightly controlled. The org I sat in is led by someone whose M.O. is focusing on immediate low-level tasks at the expense of building strategic, sustainable systems & processes that would lead to big gains for the business in the long run. In other words, they seem to value "busyness" over real long-term impact.
- FEAR-BASED CULTURE: Psychological safety? We don't know her.
- FIRE DRILLS: One emergency after another. Virtually no time (or energy) to devote to strategic projects or thinking big. Unclear roles & responsibilities led to confusion, inefficiencies, and burnout. Occasionally there'd be a post-mortem for some of the bigger projects but key contributors were excluded from those meetings (speaking from personal experience). So the whole dysfunctional cycle repeats itself over and over again.
- PRIVATE EQUITY: It's simple fact that LogicMonitor is backed by Vista, and if you know how PE works then you know that being employed by a PE portco is a soulless endeavor. Learned that the hard way.
- NO CAREER PATHING: If you're an aspiring people leader or aspiring functional lead ...this isn't the place that'll support that career journey. I'm not talking about promotions—there are regular promotion cycles at LM, but it's usually going up a job level on your current track (ex: promotion from P2 to P3). Sure, there are always exceptions but generally speaking, upward mobility isn't encouraged or even an option in most cases. If you care about job titles/leveling (and you should if you work at LM because titles are regarded over actual expertise), then make sure you get the title you want in your written offer. (Fun fact: HR's canned response in Slack is that they're "working on it." Must be a sweet gig to work in HR with no deadlines or accountability.)
