Pros
• The company has a good purpose and mandate. If things were run properly, it could actually be a great place to work.
• At the working level, there are many capable, hardworking people who genuinely try to do the right thing.
• Exposure to large projects and government-linked work can be valuable for experience, especially early in your career.
• Executive level Colleagues support each other because they have to — teamwork at ground level is what keeps things from completely falling apart.
Cons
• The biggest problem is senior leadership. Favoritism, office politics, and double standards are deeply embedded. Performance matters less than who you are connected to, or who puts the “biggest show”.
• SOPs, procurement rules, and HR processes are selectively applied. Senior “favorites” bypass procedures freely, while everyone else is scrutinized for minor issues.
• HR is not trustworthy. Complaints raised through “open door” channels often find their way back to the people being reported. Retaliation follows — transfers, intimidation, being sidelined, or quietly pushed out.
• Mental health impact is severe. Burnout, anxiety, and emotional exhaustion are common. Many employees dread coming to work, but leadership chooses to ignore this reality.
• Huge amounts of money are spent on image-building, events, and polished presentations with little real impact. Meanwhile, systems, tools, and staff development are neglected.
• There is a serious deadweight problem. Some assistant managers, managers and senior staff contribute very little (or none with excuses), avoid accountability, and are constantly moved around instead of being performance-managed — because they are protected.
• High performers are overworked, underpaid, and expected to cover for others. Unsurprisingly, they leave. Turnover among good staff is constant and accelerating.
• Departments operate in silos not because staff don’t cooperate, but because senior leaders compete with and undermine each other over KPIs, budgets, and recognition.