* Overly Polished External Brand: The external corporate identity feels too manicured and heavily filtered. There is a massive missed opportunity to step back and let raw, authentic employee voices emerge to tell our real story.
* Agility, Silos, and Micromanagement: Technology moves fast, but the company does not. Internal siloes frequently slow down innovation and execution speed. Furthermore, a tendency toward micromanagement among some managers actively hinders team innovation and dampens the sense of trust and belonging that the overarching culture tries so hard to build.
* Restructure and Change Fatigue: Constant organizational restructuring and rolling layoffs have created a culture of fatigue and uncertainty among the workforce.
* Undervalued DEI Volunteers: While DEI is championed, the teams driving these initiatives are volunteers. They are often expected to perform this heavy lifting as part of their day job, without being properly recognized for the immense value they bring. Manager support for DEI also remains an inconsistent work-in-progress.
* Leadership Disconnect and Recognition Programs: There isn't enough meaningful interaction with executives to see their human side. Internal campaigns rarely showcase our actual people, and employee recognition programs lack visibility. Some managers did not even know about our NOOT, and inspired recognition programs.
