Pebl reviews about "colleague"

No growth opportunities for employees internally, ELT changes every 6 months, not allowing decisions and project to stick for long, a lot of layoffs, often management does not seem to understand business.

- Near-constant leadership churn since 2022 has gutted the company. Each new executive team talks big, makes no bold moves, and then vanishes, leaving behind chaos, whiplash, and zero accountability. - Burnout is the default. Most teams have been downsized, demoralized, or both. New hires are thrown into political free-for-alls, with no resources or career development. - Velocity Global has become the corporate Ship of Theseus. With every leadership swap and mass layoff, another plank of the original company is ripped out. What remains is unrecognizable - a hollow, sinking vessel. - What could have been a category leader is now a cautionary tale: a first mover that squandered time. There is no innovation or escape velocity, only a slow-motion collapse that traps good people in dead-end roles. - Joining this company is career quicksand.

Constant changes, revoking of benefits, extremely frequent changes to leadership, no recognition at work, passes over well deserved promotions, frequent turnover

The company has been struggling to keep up with competitors, and layoffs are constant. It was concerning when the company removed its core values, which felt like a sign of bigger issues ahead. Communication across teams is limited, and employees often only find out about layoffs in other departments through deactivated accounts or rumors, even when those roles directly impact day-to-day operations. Non-engineering or product roles often feel undervalued. Leadership sometimes seems out of touch with the business and customer needs. Workloads can be high, especially as teams shrink, and compensation doesn’t always match the effort expected. It used to feel like a great place to work, but the culture and morale have declined.

Since joining the company, the executive team has turned over several times, which has created instability and confusion across departments. The new leadership team lacks the experience needed to effectively run the organization, and many strategic decisions have negatively impacted both employees and customers. Significant cuts have been made to the global support staff, leaving customers with limited or no assistance. Additionally, changes to the fee structure and invoicing practices have created a lack of transparency that customers should review carefully in their contracts. Employee morale is very low due to frequent changes to compensation plans, layoffs, and poor communication from senior leadership. The work environment feels increasingly hostile and unsupportive. Overall, this company has serious leadership and ethical issues. I would not recommend working here until there are major changes at the executive level.

1. Extremely High Executive Turnover In the past two years, the company has rotated through 3x CEOs, 4xCTOs, 4xCPOs, 3x COOs etc. Each leadership change introduces a new vision and objectives, resulting in significant confusion and a lack of continuity. 2. Frequent Layoffs with Questionable Justifications Despite citing budget constraints, the company sometimes announces hiring surges shortly after layoffs. Some laid-off positions also appear to be refilled quickly by individuals who are closely acquainted with incoming executives. This raises questions about consistency in workforce planning and transparency. Additionally, letting go of employees with deep institutional knowledge has affected the organization’s ability to handle market-specific nuances. 3. DEI Efforts Undermined During one round of layoffs, a large portion of the Diversity, Equity, and Inclusion committee was let go. This move sent a concerning signal about the organization’s willingness to prioritize and maintain inclusive initiatives. 4. Short-Lived Strategies and Blame Culture Every few months, leadership rolls out new “game-changing” strategies. When results fail to materialize, accountability often falls on employees. Even capable “pilots” cannot properly operate a “plane” that needs fundamental structural improvements and leadership support. 5. Lack of Long-Term Vision Goals and plans shift frequently, leaving employees with little time to adjust before the next pivot. Morale suffers when people can’t see how day-to-day efforts align with a stable, overarching strategy. 6. Poor Communication and Accountability Company-wide updates are often vague, leading to speculation rather than clarity. Channels for constructive feedback are unclear, leaving employees unsure if their concerns are heard or addressed.

- Executive leadership frequently dismisses employee concerns during all-hands calls and relies on empty promises to manage morale. - The company has gone through multiple rounds of layoffs with zero internal communication or accountability. Employees often only discover colleagues have been let go when they suddenly disappear from communication channels. - Following major organizational shifts, leadership failed to re-align priorities. This created an environment devoid of unified goals, leading to silos and internal division. - Despite the chaotic environment, the frontline employees work incredibly hard but receive little to no recognition or support from upper management.

The company experiences significant organizational changes that can be disruptive as restructuring happens frequently. While there is deep community, the constant pivoting and evolving processes sometimes make it difficult to establish stability. The fast pace isn't for everyone, but those who thrive in dynamic environments will appreciate the growth opportunities amid the flux.

Marketing leadership, particularly the Global Head of Marketing, fosters a culture of intimidation and control. Feedback is unwelcome, trust is low, and talented people are pushed out or leave as a result. Turnover is constant, and fear-based management is taking a serious toll on teammates’ mental health. Longtime or exceptionally skilled employees with deep institutional knowledge have been driven out. Psychological safety is nonexistent. Leadership shows no accountability and treats team as disposable. Work is devalued, diluted and churned out with no strategic coherence. Sausage-factory mentality and a standing mandate to have AI do as much work as possible—all at the expense of clarity, quality, and thoughtful execution.