Well, there is a large disconnect between the top executives and the rest of the company. Without going into to much detail and what might appear to be an opinion, one example to illustrate that is mostly known with research is how RTO was mandated by the top. As one that went through it, it destroyed moral, pushed a lot of people out of long time jobs, and eradicated teams. This was not a simple full remote to three days into the office which many would have done. This was entire waves of people losing access to their locations in their state and required to move to one of three HQ locations. Remote, to one day, to three days, to now five days in a different state with reporting and tracking in many teams. That is a statement that says a lot and so much more that can't be said.
Also, be aware that salary increases and promotions are mostly calculated and based on averages, peers, and formulas rather than actual performance. Off course there is differences for a low performer vs. a high performer, but it is not often much and where you sit based on your range matters. The higher you are, the less you are eligible for, no matter how good you perform. In many ways it is a salary inverse curve as the faster and better you perform in your salary range, the slower your salary increases. In one sense you always kind of know what you are going to get, but on the downside there is not much upside variability.
