Management culture appears influenced by favouritism, with recognition and opportunities often linked more to visibility than performance. Senior leadership allows micromanagement to persist and does not always address bullying behaviours within teams. Expectations are consistently high, yet meaningful recognition is limited, with new priorities introduced frequently. This creates a strong “raise your profile” culture that pressures employees to overextend themselves, contributing to burnout, while resourcing and leadership support can feel insufficient. Declining additional work due to capacity constraints may be viewed negatively and can affect internal progression. Staff turnover is high.
