GLG reviews

The biggest issue at GLG is the recurring and unstable, unqualified leadership changes. Because of repeated shifts in leadership direction, the company has never been able to settle into a consistent operating rhythm. For one, the company doesn't have a COO. Every time a new leader comes in, priorities change. Strategies are reworked. Teams are reorganized. This creates instability and confusion. Employees feel like they are constantly reacting rather than building something long-term. Leadership is also heavily factionalized. Different senior leaders appear to operate in separate camps or “tribes.” It's literally Game of Thrones. 6 Instead of working as one aligned team, there is internal competition and political maneuvering. This creates silos, slows down decision-making, and reduces trust across the organization. Two areas need urgent attention: 1. Human Resources Almost all HR Business Partners seem to have limited understanding of the actual business operations. Ask them what GLG does and they will have different answers. Instead of acting as strategic partners, HR often becomes a source of rigidity and internal politics. Frameworks are applied mechanically without context. Employees frequently feel that HR is not there to support them but to protect internal power structures. In my view, HR politics and inflexible processes are a major reason why good employees leave the firm. 2. Leadership Transparency and Courage There is a lack of clear, transparent decision-making at the top. When difficult decisions are made — including layoffs — leadership does not communicate openly about the real reasons. Explanations feel incomplete or overly sanitized. This erodes trust. Employees can handle tough decisions, but they need honesty and clarity. Avoiding transparency damages morale far more than the decision itself.