Nike

Good work-life balance.

Decent colleagues and collaborative teams.

Leadership lacks a clear vision for employee growth and career development.

Micromanagement is deeply embedded in the culture, resulting in low trust and limited ownership.

Many managers lack the technical expertise and leadership skills needed to effectively guide engineering teams.

Career progression is slow and often disconnected from performance, leading to employee frustration and stagnation.

Employee concerns are acknowledged but rarely translated into meaningful action.

Cost optimization appears to take priority over investing in people, talent retention, and long-term growth.

High performers often feel undervalued, with limited recognition and below-market growth opportunities.

Leadership positions should be filled by people who can inspire, mentor, and develop talent, not just manage tasks and metrics.

Invest in technical leadership, reduce micromanagement, listen to employee feedback, and create transparent career paths.

Many talented employees leave not because of the work, but because they see no future under the current leadership culture.