One of the more frustrating aspects of the role is the management approach within the team. The focus often seems to be more on visibility with senior management than supporting and developing employees. Feedback and concerns are not always taken seriously, and communication can feel one-sided at times. There is also a lack of consistency and transparency in decision-making. This sentiment also appears to be shared by several others across the team, although people are often hesitant to speak openly about concerns due to fear of negative consequences or being viewed differently.
There also seems to be favoritism within the team, where certain employees receive more support, opportunities, and recognition based on relationships rather than overall contribution or performance. This can negatively impact morale and create frustration across the wider team.
Another challenge is the approach during escalations or customer issues. The head of the team often steps in immediately rather than allowing team members the chance to manage and resolve situations independently. While the intention may be to support the team, it can come across as micromanagement and limits employee growth and ownership.
The role itself also feels unclear and fragmented. Supplier Sales handles supplier onboarding and Account Management owns the client relationship. As a Customer Success Manager, the role can sometimes feel limited to being a day-to-day contact for programs without meaningful ownership or strategic influence. This can make the position feel underutilized and disconnected from key business functions.
The products are decent, but they often feel behind competitors in terms of innovation, usability, and speed. Internal processes and execution can also move slowly, which sometimes makes it difficult to provide the level of customer experience expected in a competitive market.
There also appears to be ongoing instability at the executive level, with turnover across Chief Sales, Product, and Technology leadership. Responsibilities often seem to get absorbed by other executives who already have full workloads, which creates the impression that too much is happening at once without clear ownership. It does not always feel sustainable long term.
There are also employees across the company who appear to be coasting without much accountability, while stronger performers often take on more responsibility. Over time, this can become demotivating for people who want to grow and contribute more.
Overall, while the people and day-to-day environment are positive, the lack of role clarity, leadership consistency, accountability, and long-term direction make it difficult to feel fully supported or confident about growth opportunities.
