- From the outside, the company appears to be rapidly growing (e.g., doubling revenue), but internally, performance is often perceived as falling short. Because expectations frequently shift and are not clearly defined, employees struggle to understand what success looks like. As a result, this creates confusion, low morale, and a feeling that hard work is not recognized.
- Work is often done in a “fight or flight” mode due to constant urgency and changing priorities. Because of this, teams tend to operate in silos to move faster. As a result, processes become inconsistent, collaboration decreases, and tasks often take longer than necessary due to rework or misalignment.
- Decision-making is highly centralized, with the Brand President having final say on most decisions. Because input is limited and not always encouraged, employees can feel hesitant to share ideas. As a result, creativity, open dialogue, and innovation are reduced, and meetings can become quiet or one-directional.
- There is a perception of favoritism that can feel political. When employees feel they are not in favor, job security can feel uncertain. As a result, this creates a high-pressure environment where individuals may feel unsupported, leading to stress, disengagement, and increased turnover.
- There is limited high-level communication from leadership. As a result, employees often rely on informal channels, which can lead to miscommunication, rumors, and a lack of alignment across teams.
