Arm reviews

The culture at Arm is highly fragmented and very much driven by individual managers and teams. Some are lucky enough to have great managers, teams, and work culture, but that wasn’t the case for me. A little about my experience working in external comms: + Many cliques exist between employees who have been there for a number of years making it very difficult for new hires to feel part of the group. Not enough effort is made to make new hires feel welcome and integrate in the team and interactions can feel very superficial and disingenuous. Too much pressure is placed on new hires to drive integration into the existing team. + There’s a face fits mentality where there is an expectation for you to change who you are to fit in rather than being accepted as you are. + Employees are promoted into managerial roles who do not have the right skills to be managers and are not given any support or training to develop those skills. This leads to managers feeling insecure and adopting a micromanagement style approach to compensate, out of fear that you might outshine them. + Existing or established ways of working are enforced with little to no flexibility to accommodate those whose approach may be different, even when there is clearly improvements or efficiencies to be made. + Feedback is routinely ignored with significant effort made to gaslight anyone who points out issues, even when they have alternative suggestions. + Favouritism is rife with some securing roles because of who they already know in the team and then being protected by senior management when problems are raised with their conduct or approach. + Performance is used as a mechanism to punish employees who raise concerns senior management don’t want to address. Threats of performance plans are how they force you out of the business,

Chaotic line-management structure that allows abusive or incompetent managers to be unaccountable. A nepotistic career progression mentality that values personal favouritism instead of impact and standing out from the crowd. No tolerance even for high-functioning neurodivergent individuals, their boasting for DEI is all talk and just for show. Conservative decision making at the project level, established methodologies are impossible to progress away from. Un-balanced project schedules involve hectic periods before releases followed by periods with little work. Cost-cutting in workplace offices and food offers. Lack of transparency on executive decisions.