Pluspunten
Supportive colleagues: Positive interactions with most staff across the wider team, especially after stepping away from problematic team dynamics or individuals. Colleagues were consistently keen to support one another and share knowledge. Most senior staff were genuinely professional and a pleasure to work with, and on only very rare occasions did I encounter overly forceful management styles. Valuable industry experience gained: Exposure to both ecological work and digital initiatives provided meaningful professional development, despite the broader challenges within the organisation. Fair work–life balance: Staff were generally understanding and respectful of work–life balance, including when health issues arose. In this aspect, the company’s culture was positive. The relatively low‑pressure environment also supported a reasonable balance between work and personal life. However, the downside of this was that the lack of challenge and drive for improvement did little to support career progression or create a sense of being part of a growing, forward‑moving team. (I think this can be a positive point if you want a place were you can do the same thing over and over again without being bothered a lot.)
Minpunten
Negative organisational culture and internal politics: Significant issues with micromanagement, trust, and poor team dynamics. Resulted in burnout and high turnover in 2025 Burnout arose not mainly from strong or excessive workloads, but from navigating persistently disorganised systems and unclear processes. Over time, the strain of working within that level of inconsistency was more challenging than the work itself. Lack of alignment between company values and actual practice: Company messaging did not match internal behaviour, making morale difficult to maintain. Exclusion from initiatives despite prior contributions: Being sidelined from initiatives that aligned with previous work and proposals. Inappropriate behaviour from senior leadership: Observations of unprofessional conduct from Senior leadership. Unresolved compensation and career progression issues: Promised adjustments (e.g., salary increase, car allowance) never implemented. Communications with senior staff often ignored or responses significantly delayed. Annual performance increase far below what had been indicated in previous discussions. Career progression plan effectively blocked due to politics and team-specific issues. Lack of commitment to digital transformation: Efforts to drive innovation were hindered by internal politics and lack of senior support. Growing uncertainty and lack of trust across the wider ecology team: Concerns appearing widespread and embedded in the broader team culture.