Communication - From interview process through my last days, communication from the upper echelons to the mid-management and team levels was always poorly handled. There never was a consistent approach to sharing information - regardless of confidentiality or significance - from the C-level to the lower ranks, even when it was requested time and time again. Even when I reached out to former clients as references a week after being laid off, they had no idea that I'd been laid off; there had been no communique that had been sent out stating that some employees had been let go "due to the pandemic and current economic situation".
Favoritism - for years, those in good standing or favor with the CEO or leadership were promoted, regardless of their experience. And if you wound up on the wrong side of leadership (i.e., CEO), it didn't forbid well for you. This was particularly tough for those who came onboard after the merger and didn't align themselves with leadership's thinking or countered with "other suggestions".
Stability - while we were told that the outlook was good heading into 2020, even after the pandemic started there was no sense from leadership of being upfront with the company for a month - and then several talented, skilled people were laid off unceremoniously. This just seemed to be a case of smoke and mirrors, using the current situation to justify a different business agenda.
