Pros
Strong organisational purpose – it genuinely feels like you are contributing to something bigger than yourself. Competitive benefits package, particularly the savings scheme. Supportive colleagues who are generally willing to help each other and collaborate. The organisation is trying to modernise, with investment in transformation and new technology. Culture is a visible focus for HR, with efforts being made to improve ways of working and drive positive change
Cons
Work feels unnecessarily chaotic all the time, with problems often addressed by adding more people rather than stepping back to assess the right approach. Senior leadership are very delivery focused, sometimes at the expense of considering the impact on teams, many of whom are experiencing sustained pressure and risk of burnout. Middle management often carries significant strain, balancing delivery expectations while also trying to protect and support their teams. Decision making can feel short term, with reactive actions. Eg. Pulling an entire department into squads and mandating 5 days a week return to office at short notice. This creates disruption and frequent shifts in priorities. In parts of the organisation, particularly within DDnT, leadership behaviours have been called out as overly aggressive or dismissive and these concerns are not always addressed as constructively as they should be.