- Management in my team was a failure, the manager was not listening to her employees. Instead, she would guilt them into thinking they were not enough and keep on with the same rhythm. As a result, over a year, 6 employees have left after burning-out. - The CEO and high-level management's value is AMBITION. They've been aware of the situation in the People & Culture dept. for a long time but didn't do anything. Projects over people. Let the manager press them till burn-out and wait till they quit (6 times). They do NOT CARE, they are NOT TRUSTWORTHY, and they are NOT CURIOUS about how their employees feel. They knew but didn't do anything. - Being sick was not OK. The way the manager would deal with sick-leave was terrible: calling and calling again, sending emails to try and insist to know why they're sick, then shaming the employee for not being there,... There are two examples that are worrying and speak loud about the manager: reading emails without consent of an employee, publishing an offer to replace an employee while the employee was still on sick-leave. - WORKLOAD was insane! We would try to talk about it and we would have meetings about it, and we would, all together with the manager, find "solutions" such as: drink more water, share what's for lunch, have stand-up meetings, etc. In other words, workload was as it was and would stay as it was without any real effort to adapt it to the employees.
