G-Research reviews

No confidence in the CEO or Executive leadership. They avoid accountability and fail to address long-standing internal dysfunction. Lack of qualifications and skills for some executives and staff. Favourites gets rewards and promotions regardless of poor leadership skills or qualifications. Executive politics rampant. Blame routinely shifted, priorities change abruptly and high turnover among talented staff. Poor communication from senior leaders; goals unclear, frequent sudden changes, team structures confusing, staff expected to resolve cross-department issues without authority. Workplace culture marred by micromanagement, different opinions, changes, lack of up to date tech and scapegoating which leads to a poor environment. Innovation and strategic feedback discouraged. Genuine professional development unsupported. Most success comes from self-protection and playing office politics with the right people rather than any real support or clarity from management.

- Senior management make what are frankly bizzare decisions with little to no explanation - Senior management implement re-org’s and team changes every few months. There is no clear direction or reason for these and this is both unsettling to staff and counter-productive when your role chantes every five minutes. These are frequently announced before they have been fully thought through with many unanswered questions which both creates anxiety among staff, throwing team managers under the bus as they scramble around to answer questioms with little to no information from above - A Dallas office has been set up in a bizzare location. The hiring standards in London remain extremely high, however in Dallas it has been a “bum’s on seats” approach with largely mediocre talent (with notable exceptions). The London operation totally carries the Dallas operation and this very apparent. However, this should improve given recent announcements