Leadership often came across as unprofessional, disconnected, and overly self-important. There was a strong culture of acting as though G2 was the center of the professional world, when in reality many employees were overworked, undervalued, and treated as resources rather than people. While leadership frequently preached authenticity, empathy, and culture, the day-to-day experience often felt inconsistent with those messages.
One thing that stood out to me was how much this environment seemed to trickle down from the Employee Success organization itself. While there were absolutely a few supportive and empathetic people on the team, much of the leadership culture within Employee Success appeared more focused on protecting the business and maintaining optics than genuinely advocating for employees. For a function centered around people and culture, that disconnect was difficult to ignore.
Employees who voiced concerns or challenged decisions did not always feel respected or heard, and communication could feel performative rather than transparent. There was often a noticeable gap between company branding and the internal employee experience.
