IG Group Reviews

There are extensive concerns beyond what is listed here. I recommend reading other reviews to see the consistent patterns that emerge. Leadership's inexperience manifests in reactive, short-sighted decision-making. While off-sites and monthly updates exist, they lack consistency and appear designed more for optics than genuine transparency. Organisational instability is constant, with frequent terminations and restructuring. Cost-cutting through redundancies attempts to offset reduced pricing used to retain clients—a symptom of failed short-term strategies. Leadership capabilities fall short of expectations for a publicly traded company. The UK division recorded the lowest employee engagement scores company-wide, with widespread dissatisfaction regarding leadership and strategic direction. Information flow is erratic, with critical updates arriving at the last moment, creating operational challenges and limited response time. Internal development is neglected in favor of external hiring. High performers are leaving or actively seeking opportunities elsewhere, as the company offers minimal salary progression or advancement opportunities. The bonus allocation process is highly politicized and disconnected from actual performance metrics or individual contributions.

The core problem is simple: leadership doesn’t know what it’s doing and the situation is so far gone that they don’t know how to move forward now. Instead of building a strong culture or executing on strategy, they rely on slogans and empty statements. “High performance culture” is used as a cover for bullying, scapegoating, and driving people out. There is no psychological safety, no accountability at the top, and no evidence that those in charge have the skills or knowledge to run the business effectively. Those who question decisions or highlight flaws are pushed aside, often in ways that disproportionately affect women. Competent people leave, and what remains is a culture defined by fear, not performance. It’s difficult to see how this approach is sustainable, and it’s genuinely surprising that the fallout hasn’t already escalated further. Leaders have tried to resolve this by bringing in unqualified and ill-suited people to fix the issues. These hires have reinforced the wrong behaviours: command and control, blameshifting, and posturing, while driving out the people who actually had the skills, experience, and commitment to build something better.