Work here at your own risk: Marketing Edition - Anonymous employee Origin Energy Employee Review

Psychological safety does not exist here. Feedback is constantly requested. Anonymous surveys. Open forums. “We want your honest thoughts.” What happens next? Anonymous criticism is brought into town halls, dissected publicly and analysed like a crime scene. Leadership debates tone and timing. People start whispering about who wrote what. You can practically see the room doing the maths. The message is clear: speak up at your own risk. Rather than asking “What do we need to fix?”, the energy goes into “Who said this and why?” It creates paranoia. People self-censor. Conversations move offline. Trust evaporates. There was an all-team moment where leadership attempted to defend the department’s inclusivity by pointing to specific team members as evidence — including referencing someone’s sexuality in front of peers. Inclusion is not demonstrated by publicly using an employee’s identity as proof in a reputational defence. It was uncomfortable, unnecessary and deeply telling. Strategy shifts frequently. Priorities change quickly. The workload remains relentless. Documentation and systems lag behind expectations. The MLT talks about vision; the layer below absorbs the chaos. Below the MLT, people operate carefully. Not collaboratively — carefully. You measure your words. You rehearse questions in your head before asking them. You think twice before giving feedback. That’s not high performance. That’s survival mode. This isn’t about one tough quarter or one difficult project. It’s a sustained environment where psychological safety has been eroded by leadership behaviour. When senior leaders personalise criticism, defend themselves publicly, and speculate about who said what, the culture becomes one of caution, not creativity. High performers don’t burn out here because the work is hard. They burn out because they don’t feel safe. If psychological safety matters to you, avoid working here.