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The recent work from elsewhere policy, with a 2 consecutive week allowance per calendar year… (only 2 weeks, really?)

A futile cycle of frequent Peakon surveys, conducted with no tangible outcomes and the employees' feedback seemingly vanishing into thin air. Allegedly, these insights are merely regarded as symbolic gestures (“signals”), acted upon only if deemed suitable. This prompts the question: why invest my time in sharing my thoughts if they are destined to remain unheeded?

Mandating a return to the office for three days weekly, disregarding employees' persistent objections and regardless of the overwhelming cascade of negative feedback repeatedly expressed in surveys. These concerns, once voiced, seem to dissolve into obscurity, neither acknowledged nor communicated. This directive impacts individuals with family responsibilities or those hired during the pandemic living outside London. Such employees are coerced to either resume in-person work or confront the grim alternatives of resignation or layoff, a stark reminder of their expendability.

The CEO used to be engaged, attentive, and friendly, but lately, he has become apathetic, seemingly driven solely by his ego. He is ignoring everyone around him and isn't taking their opinions into account anymore. The executive team is going along with whatever he says, without considering any feedback from the 2,000 employees. It is a far cry from his earlier stance that the company's strength lies in its employees. Now, he is all about putting customers/merchants first, showing a clear shift in his behavior and priorities.

The frequency of layoffs has fostered an atmosphere of perpetual uncertainty, where one's professional fate hangs in the balance day by day. The unpredictable nature of tomorrow's prospects, coupled with the absence of job security, stems from the unceasing waves of organizational reshuffling and restructuring. These changes, driven by a desire to optimize financial statements for investors amidst the tumultuous economic backdrop, have inadvertently transformed the workforce into subjects of an ongoing cost-saving experiment, rather than nurturing an environment of stability and growth.

The company must be reorganized and restructured.

Many unnecessary high-paying managers with no clear purpose are trying to find their role by resorting to politics. They are either ingratiating themselves with upper management or proposing "brilliant ideas" to save costs by eliminating certain engineering roles that play a crucial role in our day-to-day operations.