Proceed with caution — Good company at a crossroads: opiniones de empleados con el puesto de Empleado anónimo en SpryPoint

The company has been going through significant leadership changes, and unfortunately the direction things are heading is causing a lot of concern among long-tenured employees. The departure of the CCO created an opportunity to reset the company in a positive way — but the replacement leadership has had the opposite effect. The new SVP is not a reflection of the values this company was built on. There is a clear pattern of favouritism, inconsistent communication, and behaviour on calls and in meetings that many employees have found inappropriate and unprofessional. It's not isolated — it's widely recognized across the organization. The broader issue is a leadership style that doesn't listen. Decisions are made and changes are implemented without transparency or explanation, and there's a pervasive sense that voicing your opinion is no longer welcome or safe. This is perhaps the most painful part — because having a voice was once one of the things that made SpryPoint special. People felt heard. Suggestions, ideas, and constructive feedback were genuinely valued across all levels of the organization. That culture is gone. Now, employees are visibly hesitant to speak up on calls. There's a real fear of being on the wrong side of the SVP, and that kind of environment — where people self-censor rather than contribute — is not just unhealthy, it's damaging to the business. You lose good ideas, you lose trust, and eventually you lose good people. A little honesty about why changes are being made would go a long way — people can handle the truth, they just can't handle being kept in the dark and shut out. Decisions are made and changes are implemented without transparency or explanation. There's a real "we know best" culture at the top that dismisses employee feedback. A little honesty about why changes are being made would go a long way — people can handle the truth, they just can't handle being kept in the dark. The unintended consequence of all of this is that the wrong people will end up leaving. The good ones — the ones leadership should be fighting to keep — are going to end up leaving, while the problems remain. That's a pattern that will be hard to recover from. Career development and growth feel stalled right now. It's hard to plan a future here when the direction keeps shifting and there's no clear or consistent path forward. I also want to be clear that I don't believe this is the vision the founders have for this company. Most employees agree that change was needed — no one is arguing that. But there's a right way to do it. Change takes time, transparency, and trust. You can't overhaul everything at once and expect morale to survive. It feels like the new SVP has been given unchecked leeway, and the result is a team that is demoralized and disengaged in a way that I genuinely don't think those at the top are fully aware of. I'd like to believe that — because I don't think this is what they'd want if they saw the full picture.