Faire

• Good salary
• Good benefits

• Terrible management
• Lack of development opportunities
• Lack of recognition

I seriously recommend that higher management take a good look at what is going on with the Risk team in London!

• The manager lacks basic interpersonal skills. They often come across as indifferent and rarely take the time to understand the team’s concerns. Communication is mostly one-way, with little room for discussion or feedback.

• There is a noticeable lack of recognition for hard work. The manager rarely acknowledges the efforts of team members, which makes it feel like our work goes unnoticed. There’s also little support for career development. If anything, it feels like the Manager enjoys undermining the team's efforts.

• The manager has an authoritative approach and is generally unapproachable. Team members feel intimidated and are reluctant to share their ideas or feedback, leading to a stifled and uncreative work environment. There was an effort to change this recently only as a result of feedback given to higher management but it feels very forced and insincere.

• The manager does not invest in team-building activities or initiatives. This has led to a lack of cohesion and camaraderie within the team, making collaboration difficult.

• The manager is incredibly lazy. They rarely take initiative and prefer to delegate all tasks without contributing any real effort themselves. This lack of involvement makes it difficult for the team to feel motivated. They delegate tasks and then disappear for hours, making it difficult to get any guidance or support when needed.

• One of the most pressing issues is the manager's lack of relevant technical skills. This gap in knowledge makes it challenging for them to provide effective guidance or support to the team on project-specific tasks, leading to frustration and a sense of being unsupported.

• Another major concern is the manager's tendency to evaluate team members unfairly. This inconsistency has led to frustration and a sense of injustice among the team.

• Performance evaluations lack clear and objective criteria, making it difficult for team members to understand what is expected of them and how they can improve. The absence of transparent metrics and standards for evaluation leads to confusion and uncertainty about performance expectations.

• Unfortunately, trust within the team has been significantly eroded over the past two years. Many team members feel that the manager's lack of engagement and initiative has created a disconnect that is impossible to bridge. There is a pervasive feeling that the damage to trust is now beyond repair.

As a result of the issues highlighted above, numerous talented and valuable team members have chosen to leave, while others were unfortunately forced out due to ineffective management practices. Consequently, the team has significantly shrunk in size, leading to an overwhelming increase in workload for the remaining members who are struggling to cope in an increasingly toxic work environment.