Poor leadership, high politics, and unhealthy work culture in CDA - Recensione dipendente - Data Steward presso GCash

The biggest issue was leadership within the commercial data department. This person didn’t have a strong background in analytics and never understood the technical work the team was doing. Instead of solving real problems, they focused on internal politics and maintaining a good image with senior leaders. They were reportedly referred by top management and held a lot of influence, but it wasn’t used in a way that helped the team grow or succeed. The leadership style reminded us of politics in the country - confident on the surface, but lacking the experience needed for the role. Sadly, they even seemed proud of that. The environment became extremely toxic, and there was a clear lack of self-awareness at leadership levels. Many of us felt stressed, burned out, and unappreciated. Workloads weren’t distributed fairly. Several individuals, reportedly brought into the team through internal connections, held senior roles despite having no technical background. Some couldn’t even write a basic SQL query but carried titles like Senior Manager and AVP. Worse, they often took credit for reports and analysis they had no part in. The real contributors were ignored, and proper recognition was never given. GCash promotes DEI and psychological safety on paper, but in reality, it felt like the complete opposite. Many team members experienced ongoing stress and emotional exhaustion - including anxiety, burnout, and serious mental fatigue - with no support from leadership or HR. RETALIATION was a real concern - people who spoke up often felt they were being punished through forms of mental and emotional harassment, to the point where leaving felt like the only way to protect their well-being. The employee engagement survey (GPulse) failed year after year, especially in this commercial data department, but leadership and HR never shared the true results or took meaningful action. The situation was worse than most people imagined. They continued hiring new people and bringing in external vendors, but the root problems were never addressed. If you’re applying to the commercial data department, be very cautious. The interviews may sound impressive, but the reality is far different. Turnover is extremely high, and within a few months, you’ll likely be the most tenured person on the team — already wondering if it’s time to leave.