The culture can feel cliquey, with a long-established senior circle that holds most of the influence and decision-making power. Pay progression is inconsistent (several employees have gone years without an increase at all) and communication around development or reward is limited. Senior leadership often seems out of touch with day-to-day morale, and there’s little visible urgency to address it.
Training and upskilling are largely self-driven. Internal sessions exist but tend to focus on compliance rather than meaningful professional growth. Recognition is uneven, and strong performers outside the established inner circle can easily go unnoticed.
Staff turnover is handled poorly, with departing roles often left unfilled or redistributed, adding pressure to already stretched teams. Decision-making is typically top-down, with solutions fitted to predetermined outcomes.
