Lack of leadership and unfair treatment - Anonymous employee Wella Company Employee Review

The creative leadership team is notoriously disengaged and inattentive to both team needs and project requirements. Despite these issues being raised multiple times, no corrective action has been taken. Furthermore, the creative leader has been known to actively block team members from receiving raises. Additionally, the team itself lacks modern skills and structure, leading to inefficiencies and outdated work practices. Leadership overall is heavily focused on micromanagement, with senior leaders frequently changing direction and requiring unnecessary rounds of revisions. The SVP, in particular, struggles with decision-making, provides inconsistent feedback, avoids accountability, and displays unprofessional behavior in meetings. Despite urging teams to “act above the line,” senior leadership fails to meet this standard themselves. The North America market is another pain point, as they fail to provide actionable sales data and often misunderstand key metrics. Their feedback frequently conflicts with previous directions, creating confusion and inefficiency when working with key retailers. Employees looking for growth will likely be disappointed. Promotions are reserved for those who prioritize brown nosing leadership over delivering results. High-performing employees are often overlooked, and the company has a pattern of creating roles to attract talent, only to change responsibilities within the first year, causing frustration and disengagement. Raises at OPI consistently fall below industry standards and fail to keep pace with the rising cost of living, leaving most employees feeling undervalued and unsupported. Meanwhile, leadership—many of whom lack the necessary skills to effectively perform their roles—receive the largest bonuses and raises, further exacerbating the disparity. This inequitable approach to compensation not only demoralizes employees but also reinforces a culture where effort and expertise are overlooked in favor of rewarding those at the top, regardless of their performance or contributions. Despite frequent meetings aimed at addressing these systemic issues, no tangible improvements have been made. The organization continues to struggle with outdated systems, low retention rate, poor pay, ineffective leadership, and a lack of strategic direction. Overall, OPI fails to create a supportive, forward-thinking environment. Those seeking stability, growth, or meaningful contributions should consider finding opportunities elsewhere.