Easygo reviews about "management"

Like most workplaces, there is office politics that’s human nature and hard to avoid anywhere. Due to the nature of the business, profitability is largely driven by the business model itself rather than marketing outcomes alone. This has worked well for the current senior leadership, many of whom joined very early when the company was still relatively unknown. Being early has provided long-term stability and influence. From an employee perspective, a key challenge is that leadership and people-management experience at senior levels can feel limited. Several leadership roles appear to be held by early joiners who benefited from timing rather than demonstrated management capability. This can create a leadership group more focused on maintaining stability than developing teams or supporting new talent. When issues arise, accountability can feel weighted toward newer employees rather than managers, even when stronger leadership or guidance may have helped.

Junior management and constant direction changes

Workplace bullying, micro-managing, toxic culture, and poor management. Not recommended for anyone expecting fair leadership and a healthy work environment.

- Dysfunctional legal and compliance team with weak leadership and ineffective management - Leadership lacks experience and does not demonstrate the capability requied to manage a complex, high-risk legal and compliance function - No clear strategic direction or disciplined prioritisation, resulting in constant firefighting and unnecessary operational strain - Decision-making is inconsistent and often unclear, driving inefficiency and avoidable stress - Junior lawyers received limited supervision, feedback, or structured development - Senior lawyers burdened with excessive responsibility without the authority, support, or resourcing needed to operate sustainably - Environment is unsuitable for junior lawyers seeking proper training and unsustainable for experience practitioners

- Learning and Development kind of lacking, may depend on department but it's found that managers in place generally are good at their own jobs as individual contributors but may not be management material - Individuals who were great contributors at the startup space may not be the best people to transition into corporate environments, especially when you need to manage teams of people who need to finish work by 530pm. - Sometimes each teams kind of have cliquey vibes, also there's lack of cammaderie in a lot of teams. - A lot of departments still need to work from office 5 days a week - Heard many stories of individuals being fired right before 6 months probation - goes to show the hiring processes need to better weed out people or train them better to absorb into the culture. - The receptionists had changed multiple times so may have been potential firings - Overspending in the company is quite big and sometimes go out of control - Company is expanding too fast, but not making money (losing money in some instances). - Promotions and career development is not very clear in the company. They would have more potential if there were clear cut pathways for promotion.

Workload can sometimes become overwhelming, especially during busy periods or major projects. At times, maintaining work life balance can be challenging due to the pace of work.