Cultural and Strategic Decline in P&T Following Leadership Changes
Pros
-- Highly skilled and dedicated colleagues who remain committed to delivering quality work. -- Continued flexibility with remote work arrangements. (for now) -- Some legacy teams still demonstrate strong collaboration and domain expertise.
Cons
-- The culture within P&T has shifted significantly post-COVID, coinciding with an influx of external technology leadership. The new emphasis on metrics and rigid processes has constrained innovation and reduced team autonomy. -- Recent leadership changes have introduced frequent organizational and technical disruptions, often driven by a desire to “modernize” without a meaningful understanding of the complexity or interdependencies of core systems. -- The PMO operates largely in isolation from delivery realities, resulting in misaligned priorities, unrealistic planning, and ongoing disruption to established roadmaps. -- Employee benefits have eroded—RSU allocations and other incentives have been reduced. The introduction of “unlimited PTO” to some roles appears more symbolic than practical, given the current lack of cultural trust that employees can take time off without negative repercussions. -- The recent hiring trend of developers and testers from Mexico seems primarily cost-driven, with limited evidence of a cohesive integration strategy or long-term workforce development plan.