Poor leadership - Recensione dipendente - Dipendente anonimo presso KGISL

The internal political climate has reached a **critical point**, and immediate action is required. For a company in its growth phase, ignoring these issues will lead to a **severe decline in culture, employee retention, performance, and organizational trust**. One of the biggest gaps in the company right now is the absence of **Empathy** and **Emotional Intelligence (EI)** among key influencers and decision-makers. These qualities are essential for any healthy, people-centric workplace—and their absence is creating lasting damage. Cons – High-Priority Issues require serious Intervention 1. A Small Group of 3 Controlling Everything in PSG-INS Three individuals hold disproportionate influence over operational decisions, vendor distributions, and team dynamics. Their political maneuvering disrupts fairness, collaboration, and healthy work culture. 2. First Individual NB - HER Skills Gap With Zero EI This person is treated as a key resource despite being **severely lacking in technical skills and domain knowledge**. The company provides **special training**, yet improvement is minimal. What worsens the situation is the **lack of empathy, emotional intelligence, and professional maturity**. She displays: * Dominant and dismissive behavior * No respect for colleagues' feelings or expertise * Zero emotional awareness in interactions A **recent Glassdoor review** highlighted these exact issues, she is unconditionally supported & backed by MM. It remains **completely accurate even today**, clearly showing no corrective action has been taken. She don’t deserve it at all. Think about it, all the successful delivery was hard earned by someone else but the credits are given to her as no one wants to voice over it coz of MM interference. --- 3. Second Individual – AT - HE shows Poor Fundamentals, Zero Empathy Despite lacking **basic understanding and domain knowledge** and being given **special training**, this individual displays: * Aggressive, dominating communication * No respect for others’ time or workload * Expectations of immediate support, even after hours * No emotional sensitivity or awareness This again reflects a **serious lack of EI**, creating unnecessary tension and psychological pressure on teams. He is not a worthy person for such roles n responsibility, no respect to internal n external ppl. 4. Effective Hours vs Real Productivity (Critical EI Gap) A people-centric leader understands that performance isn’t about watching the clock—it’s about outcomes and well-being. Yet: * Effective hours are tracked obsessively, with no value placed on actual productivity. * Many sit simply to “complete hours,” by doing personal work, calls or even listening to songs, while a few are overloaded with heavy additional tasks. Lot of biased behaviour &decisions. * This shows no empathy for workload distribution or employee capacity. A leadership team with emotional intelligence would recognize the burnout, inefficiency, and demotivation this approach creates. 5. MM – Leadership With No Emotional Intelligence** MM relies exclusively on these two individuals, making impulsive, one-sided decisions without considering the emotional impact on employees. Consistently observed behaviors include: * Lack of empathy for employees’ personal situations * Ignoring emotional well-being and work-life balance * Breaking commitments and disregarding people’s time * Overpromising and shifting blame * Terminating employees based on biased influence A leader without emotional intelligence cannot create an environment of trust, fairness, or respect—key ingredients for a growing company. Recently, he had a personal loss, for which he took nearly 2 months off from office n did Work from home. But for others it will work is more important than personal. No work life balance culture. Poor Planning, Rework, Overcommitment (EI Failure) Due to lack of foresight and emotional sensitivity: * There is constant rework * ##**Fake promises to clients and teams** * Overcommitment without considering employee bandwidth or morale Emotionally intelligent leadership plans realistically, communicates transparently, and protects its teams—not pressures them. Here it’s other way round. 6. Lack of Recognition, Zero Emotional Awareness Employees join this company with talent, commitment, and the desire for recognition. Yet: * Only these three individuals gain benefits and visibility. * Those doing real work receive no acknowledgment. * A culture of “talkers get credit, workers get ignored” has taken root. * Contributions are neither celebrated nor emotionally recognized. A leadership team with empathy and EI would ensure fair appreciation and shared credit. He is not fit for these managerial roles.