The biggest issue is the lack of stability and clarity from leadership. Teams are reorganized so frequently that it becomes difficult to understand the long-term direction of the function. Roles created with enthusiasm are declared redundant within a very short span, raising questions about the quality of strategic planning.
During hiring, candidates are often told that promotions will follow soon if performance is good. But internally, employees discover there are promotion freezes across teams. This mismatch between what is promised and what is actually possible creates trust issues.
Layoffs feel poorly planned and inconsistently executed. Entire teams that were recently expanded or rebranded as “future core” are suddenly dissolved. Some employees receive long notice periods, others very short, with no transparent criteria. The communication around layoffs is tightly controlled, and employees are discouraged from even acknowledging that restructuring occurred.
At the same time, leadership keeps announcing big themes—“AI-first”, “digital transformation”, “creating stability”—while basic operational and data-quality issues remain unresolved. The gap between what is said and what is done becomes very obvious on the ground.
If you are looking for an organization with predictable career paths, transparent communication, and stable leadership direction, this environment can be frustrating and emotionally draining.
