Cons
Poor quality of top-level executive leadership. Decision-making often feels emotional and reactive rather than data-driven.
The group-level COO is widely feared for scolding and intimidating people, which creates a culture of fear rather than trust or accountability.
Very siloed organisation, cross-team collaboration is difficult and often ineffective.
Limited real growth opportunities, especially for individual contributors.
Strong internal performers are frequently overlooked while external hires with questionable or irrelevant experience are brought into senior roles.
This hiring approach is demotivating for people who have consistently delivered and invested years into the company.
While there have been a few good recent hires, the overall talent strategy lacks coherence and fairness.
