Baxter reviews

- Leadership fails to advocate for teams. Decisions made elsewhere routinely disrupted operations, and frontline teams were expected to absorb the fallout. -Success routinely depended on frontline employees going above and beyond to compensate for broken systems. Instead of fixing root causes, leadership appeared to expect constant heroics as the default operating model. -Burnout is normalized, 6-day work weeks were mandatory. Long-term stress and fatigue were treated as acceptable, not as warning signs. Recovery time was rare, and morale steadily declined.

In my experience, I found the management approach challenging. Feedback was often delivered in a critical manner, which could feel discouraging rather than constructive. Opportunities for open dialogue or upward feedback were limited, and constructive criticism was not consistently received positively, including at senior levels. Raising concerns could lead to being singled out or experiencing negative repercussions, which created a culture where employees were hesitant to speak openly. The workplace could feel impersonal at times, with employees feeling more like resources than individuals. Compensation did not feel aligned with the level of responsibility and workload expected.