Chronic urgency and pressure normalised as performance - Anonymous employee GUBI Employee Review

Work is frequently driven by late decisions, shifting priorities, and insufficient planning. As a result, constant urgency and last-minute fixes are treated as normal — and even expected — rather than as symptoms of structural issues. There is a recurring narrative that the company “is not for everyone,” often used to explain turnover. People who leave are sometimes described as having “not lasted” or “not been able to handle it,” which implicitly reframes structural pressure as individual weakness. This minimises legitimate concerns and discourages reflection on how the organisation operates. At the same time, those who absorb pressure, work unsustainable hours, or tolerate poor behaviour are more likely to be valued, reinforcing a consultant-style culture where delivery is prioritised regardless of the human cost. Multiple current and former employees, including experienced and highly competent professionals, have been subjected to demeaning communication, humiliation, or bullying. These behaviors are not consistently addressed, which allows them to persist. The overall environment makes it difficult to ask questions, challenge decisions, or create long-term improvements, as urgency and hierarchy tend to override accountability.