A "Day 2 Company" on its way to obsolescence - Sales Manager WSO2 Employee Review

This company exhibits "Day 2 Culture" from the top down. By "Day 2", just find watch Bezos speak about day 2 in many situations or read his letter to shareholders in 2016. For non technical roles, such as business and operations, management auto-promotes based off office politics and seniority and would rather see people working long hours (as percieved hard workers) over productive workers. They have no clue who is an effective worker vs just a hard worker because they do not measure anything. Even worse (outside of IT) there is not ticketing or other service to assign tasks and follow to completion to obtain these kpis. They feel since the bulk of their employees are in Sri Lanka where labor costs are lower than western countries, they don't need to use a task-ticketing system. They're wrong. From what I recall, there is no accountability. No shared knowledge resource. No internal wikis, barley any docs. It's a bunch of he-said-she-said with micromanaging where you had to jump from person to person and follow up then run it by your manager all the time to get what you needed. Everyone played office politics and passed the responsibility onto someone else with no SLAs at all, waiting for responses, leaing the customer/lead hanging. This created an easy opportunity for people to seem hardworking but not productive at all, and leads to turn elsewhare. Each task to/from another team should be a ticket wiht SLA's and the team can pick it up (not an individual). When you bring this idea up, it creates friction, and gets shot down immediately. Leadership doesn't want to hear how things can be improved internally. They dont want to hear how they are doing. There is no "skip level" reviews. Managers review those below, but people do not review their managers (which is really weird, many companies get feedback from people about how the manager is doing on a weekly basis). So it shows they are on the wrong path and will continue on this path, promoting b-list talent with a cut-throat business mentality and no metrics to know who really is contributing value to the comapny. They like "hardworking managers" who like to put their subordinates down in inaccurate boilerplate reviews that make the manager look like a tough manager rather than a manager who takes the time and initiative to develop their subordinates talent in hopes to see them move fast through the ranks. You are ranked from the review and your promotions are tied to them. Managers are generally scared of the ideas of subordinates and shoot them down repeadely to a point there is no longer a reason to offer them. Because they have no measurement and little organization, especially in marketing they have lots of last minute requests that ofen go outside usual working hours and resisting them to uphold some kind of work-life balance makes you look like less of a team player, even when you're a high performer.