- Toxic management behavior is quietly encouraged as long as performance targets are met.
- HR is ineffective and reactive. Formal complaints were dismissed without meaningful follow-up, and those raising concerns were later treated with disrespect.
- Extremely high turnover. New employees cycle in and out constantly—clear evidence of an unsustainable work environment.
- Calling in sick is discouraged. Pressure is placed on employees to justify time off with a doctor’s note immediately.
- Feedback is unwelcome. Managers routinely speak down to employees, resist any form of critique, and present themselves as beyond reproach.
- Emotional safety is a major issue. The behavior of certain managers caused multiple colleagues—particularly women—to break down in tears due to aggressive, condescending outbursts.
- A toxic gossip culture exists. Managers openly speak negatively not just about those who’ve left, but also about current employees—creating a climate of fear and mistrust.
- One-on-one feedback is often delivered in public settings, undermining privacy and professionalism.
- No real personal or professional development. Promotions seem to favor blind obedience or internal connections, not actual contribution or skill.
- Departing employees are mocked internally. Contract decisions are abrupt, poorly communicated, and handled without professionalism.
- Culture is built on control and fear, not collaboration or respect. Burnout is high. Psychological safety is nonexistent.
- Instead of addressing concerns or seeking compromise, the unspoken attitude is: “If you don’t like it, you can leave.”
