Agoda

Bangkok location Great people Compensation and benefits

1. Inflated Ego Among New Managers: Some newly appointed managers begin to perceive themselves as VIPs, prioritizing personal stature over team welfare.

2. Impact at the Cost of Team Morale: In their urge to "make an impact," they often push changes that serve their image but damage team dynamics, productivity, and motivation.

3. Rise of Internal Politics: Political behavior and favoritism have become prevalent, with decisions influenced by personal biases rather than merit or fairness.

4. Deterioration of Team Culture: A previously healthy, collaborative environment has become toxic, driven by micro-management and unclear expectations introduced under new leadership.

5. Unreasonable Work Expectations: Despite consistently strong performance, I was asked to deliver more in less time, often pressured to work during weekends and off-hours — even when not on-call.

6. Disrespect Toward Work-Life Balance: Critical meetings were deprioritized in favor of task completion, undermining transparency, collaboration, and long-term planning.

7. Lack of Technical Diligence: Managers declined to review a well-structured 5000-line codebase, dismissing the effort involved in delivering new features, even after it being approved by code owners.

8. Disconnected Oversight: There’s a worrying trend of managerial detachment — asking engineers to account for their output manually, while ignoring simple tools and dashboards that clearly reflect contributions.

Empower leaders who uplift teams, not those who escalate deliverables at the cost of culture, clarity, well-being, and personal gain.