In my experience, the culture felt highly top-down and heavily cost-constrained, with limited openness to employee initiative or new ideas. Workloads and expectations were often unrealistic, contributing to burnout and an unhealthy work-life balance, while teams frequently operated understaffed. Significant extra effort, including long hours and cross-functional collaboration, did not consistently translate into recognition, advancement, or long-term stability. Career progression often felt unpredictable, and opportunities sometimes appeared inconsistent or influenced by favoritism. Communication around organizational changes could be abrupt, creating uncertainty across teams. Employees were regularly expected to take on responsibilities outside their core expertise without sufficient support, which negatively impacted morale and overall job satisfaction. Compensation, benefits, and flexibility also felt less competitive compared to others in the footwear industry, while discussions around salary growth and professional development lacked transparency. Over time, the internal culture appeared to decline, creating a growing disconnect between the company’s external brand image and the employee experience.
