Toxic work culture - Recensione dipendente - National Account Manager presso Solent Group

My experience at Solent Group was challenging from day one. I received no formal induction and soon realised that I had been hired not to perform the role I was recruited for, but rather to replace my boss, who was being forced out. I was asked to provide feedback on potential improvements, yet the company isn’t truly open to change, making it difficult to have a meaningful impact. When I declined an offer to take over my boss’s role due to the extensive changes that would be needed, I was told I couldn’t stay in my original role because the team structure didn’t allow for it – despite this being the role I was initially recruited for. Why mislead me into thinking this was a long-term position when they knew it wasn’t sustainable within the team structure? This approach felt not only dishonest but also a significant waste of my time, their time, and resources for both parties. On top of this, the turnover in the commercial team is staggering—five people have left in just eight months. How is this being overlooked as a major issue? It’s clear that such instability is far from normal and reflects deeper systemic problems within the business. The structural imbalance is glaring: the company is over-resourced at the senior and middle management level while the operational teams are under-resourced. In 20 years in commercial roles, I’ve never worked in a business that needs 3-5 senior/middle managers in each function. This imbalance leads to long hours, an unmanageable workload, and burnout, with little real commitment to wellness. The culture also leans too heavily on collaboration, hindering independent and efficient work. There are constant alignment meetings that slow down progress, creating an inefficient, bloated environment. Flexible working is available but, due to the workload, often results in longer hours and greater stress. Another concern is the apparent trend in reviews on this platform. Many reviews mirror the same feedback I’ve experienced; however, rather than addressing these issues, it seems that members of the senior and middle management teams have posted overly positive reviews to skew the overall rating of the business. This approach feels unethical and seems aimed at masking the real issues rather than fixing them. These patterns make recruitment challenging and as outlined above, retention is equally difficult, as people find themselves in a burnout-prone environment with no true investment in solving core problems. All of this is interconnected and reflects poorly on the company’s priorities.