Established Legacy Organisation with a Need for Organisational Change and Breakthroughs in Work Culture - Snr Executive, Comms & Engagement Methodist Welfare Services Employee Review

Good income and company benefits.

Bosses (FSC) side very overtly hint bad things about other centres (FAM) side. First hand hearing bosses share about FAM using terms such as uncollaborative, and asking workers to partner with other counselling / FAM centres instead. FSC bosses overtly hint about poor upper management (the one who is directly taking care of FSC and FAM). It can be quite scary working in a place like that because of all the invisible political lines a worker has to navigate. A worker would also wonder if it is possible to make friends with other workers within the same company, because what if that co-worker is in a faction that the direct (FSC) boss is opposed against? Advice: If you are going in to their FSC, steer clear from (FSC) management. Do your work, complete it and leave. Do not reveal anything else if it is about private matters or workplace relationships.

About the same to all non profit. Nothing to shout.

Supported by endless funding. From the outside, it looked polished on social media and the media praised its survival. But inside, the department was full of fox tails co workers. The hardworking staff carried the heavy load, yet their efforts went unnoticed. Favoritism ruled-those close to the management were rewarded, while genuine contributors were ignored. Some are their friend ,be careful . Accountability was absent—mistakes were hidden by management friend , excuses were made, and blame was pushed onto the very people who kept things running. Good employees left one by one, tired of the unfairness. HR grew weary of hiring replacements. Meanwhile, poor performers stayed, protected by favoritism and the comfort of guaranteed govt funding and promotions. The organization won't collapse because government support kept it alive. The fox tails thrived in shadows, while the good staff walked away.