parcelLab Reviews

- Leadership lacked clarity: priorities and expectations constantly changed, making it hard to deliver. - Unstable management: frequent C-suite/management changes caused repeated strategy resets and chaos. - Employees caught in the middle: new leaders criticised previous leadership decisions and teams were “punished” for work they didn’t choose. - Scope creep: teams were regularly asked to do work outside their role with little structure or ownership. - Top-heavy, ego-driven culture: decisions were controlled by a small group with limited openness to feedback. - Unequal recognition: Sales was prioritised and rewarded, while other teams were largely overlooked.