SATA CommHealth Reviews

Lack of transparency and obvious biasness. Selected staff received monetary award at an individual level although the team is backing up out of a sense of responsibility. Some colleagues do not perform tasks spelt out in job descriptions (if any), and got away by passing the hot potato to other staff. Information sharing by some super important highly recognised staff is not practised. Some colleagues are so eager to report good news to their superiors even before it crystalized. Management wants to hear good news but staff who wants to openly discuss and address issues get thrashed..

• No proper induction or onboarding — New staff are thrown in without guidance, leaving them to navigate unclear roles and outdated systems on their own. • Unjust terminations — New employees are sometimes terminated without fair observation or proper performance review. I was even placed in the uncomfortable position of having to explain these terminations to confused staff, despite knowing they were never given the tools or support to succeed. It was not justifiable and deeply demoralizing. • HR lacks independence and professionalism — Rather than acting as a neutral support for employees, HR simply follows the direction of HODs. Terminations are often based on personal bias, not performance. If a manager feels threatened by your capabilities or confidence, HR offers no protection. • Toxic, stagnant leadership — Some HODs are set in their ways, resistant to change or improvement, and refuse to innovate. They rely on gut feelings instead of evidence, and reject input that challenges their outdated mindset. • No room for growth — High performers are seen as threats, not assets. Constructive suggestions (e.g., highlighting ISO non-compliance) are treated as insubordination. • Outdated systems and mindset — The organization operates like it’s stuck 30 years in the past. Efficiency, digital tools, and innovation are almost non-existent. • Charity guilt-tripping — Management repeatedly uses the “we are a charity” line to discourage staff from asking for support, resources, or fair treatment — as if you should work for free or settle for less. • Toxic favoritism and cliques — Career growth depends entirely on who you align with, not your ability or commitment. • Demoralising culture — There is no psychological safety. Staff who speak up or try to improve things are quickly shut down or pushed out.