Local Leadership Team demonstrate high levels of favouritism that alienate their hardest workers and top performers in favour of the "political players". Consistently does not engage with external employment surveys feeding back the same.
Defaults concerningly often to a "bully-out" approach rather than formal performance management. Ethical HR leadership lacking and enables the following of HR and legal processes to be at the discretion of the manager.
Local leadership hamstrung by a Regional leadership that does not back them.
Inconsistency of leadership or vision results in significant restructures annually or more frequently. In 3 years quite normal to have 5 different roles
Attrition exceptionally high and recruitment very slow, leaving significant gaps in teams with no recognition in workload. Double edged sword, if short staffed team continues to deliver the resource is never replaced, if they do not deliver this directly impacts bonus and ratings. As bonus system is cumulative, a bad bonus in one year linked purely to team performance takes years to recover from.
Monthly revenue targets managed aggressively, creating a highly stressful atmosphere in down times and taking focus more to quantity rather than quality of work
