Leadership Culture Driven by Blame, Not Accountability - Anonymous employee Certn Employee Review

- The biggest con is the lack of communication, empathy, direction and focus from the leadership team. - There is not enough time to train as knowledge is constantly lost through people leaving or being let go. Projects are changed constantly too, which means you are always rewiring plans, and focus. - The leadership team keep to themselves, do projects that lack clear alignment and vision which cause extra work for no real added value which ends up piling pressure on the already diminishing team and wasting resources which could be used to improve morale or not cause a loss. - The executive team drop and pick up projects for with no particular focus, vision or aim. - The CEO’s leadership style is a major contributor to low morale. Communication often focuses on assigning blame to employees for company performance, with little acknowledgment of how frequent shifts in strategy, priorities, and goals from the top impact execution and outcomes - People constantly leave or get sacked and scarcely anyone knows because leadership dont say anything. This leads to confusion from other departments - The Head of HR is also the COO which combines two quite heavy roles into one. This raises concerns about capacity and effectiveness at the company’s current size and maturity. At this scale, HR and operations require independent leadership, as overlapping responsibilities can reduce transparency, create conflicts of interest, and limit employees’ confidence in HR as a neutral support function. - Leadership communications often feel impersonal and templated, which can come across as lacking empathy or genuine connection.