Upper Management
There isn't much to like about upper management at Frontiers, they are the complete reason for the downfall of Frontiers. They have been very quick to place blame elsewhere without taking a long look at their actions. How can you possibly blame your specialists for failures in business critical actions when UM made the changes to these processes in the first place.
Their micromanagement of the teams has given any mid-level managers a lack of purpose and if you don't want to be a yes man to that level of UM you won't be given any opportunity at promotions and will be considered "difficult".
Their extreme lack of communcation with the company, whilst stating that they want the feedback is at best funny and at worst the reason why so many are leaving.
Ignoring the reputational damage from external stakeholders and now the employees will be the main cause of the downfall of Frontiers, and UM need to start taking actions quickly.
Ambitious Targets
There is a difference between being ambitious and being delusional. Sadly, the targets at Frontiers went from one to the other. The targets are completely unachievable so therefore lack all purpose. Perhaps start with what was achieved last year and build upon it, rather than what we want to achieve and working backwards.
Lack of Development Opportunities
Once upon a time, Frontiers championed its 1 hour a week development time, this has long since gone. Chances of getting promotions are so slim, so if you're looking to develop your career or skills this is not the place for you.
Project and Pilot overload
There are always far too many projects and pilots being run at Frontiers with such tight timeframes. These projects are desperate to show an improvement, when with the little data available, they can't show this. You as a manager are expected to keep up with these pilots and show to your team that you believe in this change, and "make it work" even if you know that this isn't the right change for your team or journals.
