Toxic culture, burnout normalised, and leadership that doesn’t listen - Recensione dipendente - Dipendente anonimo presso Duke-NUS

1. Outdated, Toxic Management Culture The department I was in had a highly toxic "if you're not in the office, you're not working" mindset, even well into the post-COVID era. While WFH was reluctantly allowed once a week, bosses frequently revoked it under the guise of "fairness". Especially if even other team's colleagues had to be in the office all week, even if you don't. This logic punished everyone and created resentment. If flexible work is important to you, ask clearly about WFH policies during interviews and be cautious if you're dealing with this department. 2. Zero Respect for Work-Life Balance Director would frequently expect immediate replies—even after hours and on weekends. Bosses have no hesitation in burning out staff to accommodate students’ "preferred" weekend schedules. Saying no will quickly get you labeled as difficult. There is little to no respect for personal time or mental well-being. 3. Micromanagement and Deep-Seated Biases Micromanagement is rampant—senior leadership holds onto workstreams instead of empowering staff, and team leads rarely advocate for their teams. Favoritism is very obvious: some employees are unfairly overloaded because they're seen as “reliable,” while others are sidelined for arbitrary reasons and denied growth opportunities for years. Promotions happen not based on merit, but on how well-liked you are by certain higher-ups. 4. Unprofessional and Petty Reporting Officers Some ROs engage in gossip about their own team members, openly and unashamedly. Some lunch topics were thinly veiled personal attack towards other colleagues or content that was uncomfortable. If you raise concerns, expect your issues to be laughed off, minimised, or ignored altogether. Constructive feedback is rarely welcomed; calling out problems often results in personal retaliation. Leadership qualities were noticeably absent in my time there, and I’m not alone in that sentiment. 5. Constant, Top-Down Changes with No Real Consultation Your portfolio can be changed abruptly with little to no explanation, and “consultations” held after the fact are purely performative. Staff input is not genuinely valued. Decisions are already made before discussions even happen, and you’re expected to go along with them without question. It's telling that there have been cases of sabbaticals due to burnout and mental health struggles. That alone should be a serious red flag. (Hint: If you’re interviewing for a role that works closely with curriculum and exams, ask detailed questions about the culture and reporting structure. You’ll know this department when you see it.)