AIA Group reviews about "leadership"

• Limited HR support within AIAW • ALive Leadership has limited to no experience in technology and app development. • Conflict resolution between team leads is not consistently objective • Strategic direction is questionable. Such as promotion of the ALive app for 5 years still as limited market traction. • Reported performance metrics to CEO may not fully reflect the actual situation. Actual daily use of the app is not even 1% of the total registered users mentioned internally. • Good at lobbying with EXCO to sway decisions or to take side. Does carefully not consider working level resources or operational risk.

- Career opportunities within Group Office have been more limited in recent years

Recognition could be a bit challenging as in to gain acknowledgment from leadership, which can make your contributions feel overlooked.

Politics, questionable appointments in executive leadership level

Head of Product and Director Head are friend that support each other decision. No one can say bad thing or comment on their works. Many in the team afraid to speak out to give feedbacks. No leadership skill, more like boss. Release ALive app v 3.0 , many stat down but no one looking at data. Why? Only care about present nice number to management. Spend money on MV and create mascots. But does not help with app or solve the user issue. On day that we're all in office sometime we have to wait to use toilet as not enough toilet stalls. The men don't have this issue.

too many competing priorities, not enough direction from leadership and emphasis on delivery importance or strategy.

Found that direction from leadership was often vague, and role definitions were unclear. This led to inefficiencies and a sense of uncertainty about priorities and responsibilities within the team/department. Experienced a toxic work environment characterized by significant internal complaints and a perceived lack of trust among colleagues and management. This often manifested as backchanneling rather than direct problem-solving. Noticed a clear pattern of favoritism from management, where certain individuals seemed to receive better opportunities or treatment regardless of performance.

- not invest in internal and existing talent pool lately - superficial leadership - lack of coaching and mentoring

Team members don’t get many chances to share ideas or take part in decision-making. It can feel like our input is overlooked, even when we have suggestions that could help improve the way we work.