Compensation was not competitive relative to workload, responsibilities, and expectations. Long hours were common, and unpaid overtime often formed part of the standard way of working rather than being the exception.
Workloads were consistently high, with employees frequently working beyond standard hours. This contributed to a culture where work life balance was difficult to maintain, and regular after hours communication reinforced an “always on” working environment. Flexibility was limited compared to industry norms, particularly in relation to remote working arrangements and autonomy over working patterns.
Operational structure and internal processes were limited, particularly around planning, workflow management, and delivery expectations. This sometimes resulted in unclear priorities and reactive ways of working.
Recognition of effort and performance felt inconsistent, with limited alignment between contribution & workload.
