The work organisation and management practices could benefit from clearer structure and consistency. During my time with the company, I experienced several situations where expectations and processes were not always aligned.
* At times, I was asked to strictly follow certain rules, while in other instances those same rules appeared to be applied flexibly. This created confusion regarding expectations and consistency.
* I observed behaviours from management that suggested the presence of personal biases.
For example, during a team-building event, the manager initiated a discussion attempting to guess which employees had a “financial backup.” I was told that I did not have such a backup because I was “hungry to make money,” while another colleague was assumed to have a financial backup due to her nationality. Situations like this felt inappropriate and uncomfortable in a professional environment.
* I experienced miscommunication with two colleagues. Unfortunately, management did not organise a meeting to address the situation or help find constructive solutions.
* There were mixed expectations regarding autonomy and behaviour. On one hand, initiative and independence were encouraged, while in other situations employees were expected to remain more passive, which made it difficult to understand the preferred approach.
* I was eventually laid off due to what was described as a “non-cultural fit,” as well as the earlier mentioned miscommunications. However, I collaborated with 10 Account Executives and had positive working relationships with 8 of them, which suggests the situation may have been more nuanced.
* I received feedback that my tone was sometimes not sufficiently positive. However, in certain situations, others' communication did not meet the same standard.
* On one occasion, some colleagues mocked me after I mentioned that I could not swim due to allergies. This created an uncomfortable and unprofessional moment.
* I generated a strong sales pipeline during my time with the company. Despite these results, it was declined to explore a more balanced compensation approach for the work generated over several months.
* The environment could have been more inclusive. As a neurodivergent individual, I felt that no measures were implemented to support or accommodate my needs.
* The layoff came as a surprise. During a check-in with my manager in early February, the feedback was generally positive, with the main recommendation being to continue improving my integration within the team. I was told that if termination were likely, I would have received clearer signals earlier. On the day of the layoff, I had a meeting with the manager, and I was asked what I planned to do for the next month. I was invited to an event to get to know the newbies in the team.
However, the termination occurred at the end of February, just before the six-month mark, which meant no compensation obligations applied.
Overall, clearer communication, consistent management practices, and stronger support for conflict resolution could significantly improve the working environment. I carry my part of the responsibilities as well. However, I strongly believe that I could have encountered a fairer treatment.
