Constant reorgs
Turf wars
High turnover
Unmerited promotions
Backstabbing
Corporate politics and games
Favoritism and preferential treatment
Lack of procedures or adherence to SLAs for corp teams
Tyler's frequent and pointless reorganizations add to a largely dysfunctional environment and IMO puts mid-level managers in a position of feeling like they must protect their job (as opposed to their team), else they be reorganized out of a job.
Case in point... In my time at Tyler, I had a manager who was an alcoholic with low self-confidence, and another who was a tyrant and a bully (and previously passed up for the role before being promoted a year later...)
While some teams are more functional than others, on mine, there was zero room for healthy disagreement, and it was instead viewed as a threat or an attack on the manager's ego. My last manager regularly bullied team members, picked favorites, broke confidence, was emotionally abusive, and micromanaged employees to the point of humiliation. This person isolated members of the team from each other, which led to confusion, duplicative work, and mistrust. No one had the full story of what was happening, what the goals were, or how we'd get there.... I believe this is a trend across the company: division to division and team by team. There's no clear strategy anywhere, but no one is bold enough (or supported enough in their role) to call it out.
Look for yourself at the number of open positions across every team and division. They're not new roles, it's backfilling for people who got fed up. And, for the record, this has been going on since before the pandemic. I believe it's less painful for senior leadership and mid-level managers to cycle through new hires than to address the root causes of the company's increasing turnover rate: disconnected and competing strategies, poor communication, and low support for employees.
