Pros
None. Any potential benefits of the role are completely negated by the hostile management style and the company's failure to intervene when concerns are raised by new hires. This situation highlights the need for HR to proactively investigate early warnings and ensure managers maintain a respectful and supportive work environment. Meaningful corrective action is necessary. An apology without concrete change cannot restore the trust that was lost. The only positive moments during my short tenure were my first day of joining and the occasional day when the manager happened to be off.
Kontras
The onboarding process under this manager was dominated by extreme micromanagement and constant scrutiny rather than constructive support. Instead of a structured onboarding experience, the environment quickly became stressful and psychologically unsafe. Within one week, the situation became so unsustainable that I had no choice but to resign for the sake of my mental well-being. The manager frequently communicated in a tense and visibly frustrated manner, making even normal work discussions uncomfortable. 1. Lack of Proper Onboarding From the second day of joining, instead of receiving a proper introduction, background context, or orientation to the systems and processes, I was immediately assigned tasks. One of the tasks had reportedly been pending for three months, yet I was expected to resolve it by the end of the day. During the discussion, the manager stated that "the clock is ticking." As someone who had just joined the company, this expectation felt unrealistic and raised concerns about the overall management approach. If the platform owner himself had not resolved the issue in three months, expecting a new hire to complete it within hours created immediate doubt about the expectations placed on the role. 2. Intimidating Interrogation Style The manager does not lead discussions. Instead, the approach often felt like interrogation. During a morning sync, we were discussing a button that the manager himself had created. I began explaining the functionality professionally when I was abruptly stopped and told to explain it "like an interview." The example given was extremely elementary: "This is a cup. This is the handle. The color of the cup is orange and there is coffee inside." I was told that going forward every task should be explained in this manner. If the expectation was to treat daily discussions like interview-style interrogations, this should have been communicated during the hiring process. I had met the manager twice, including in person. If this expectation had been clearly stated, I would have respectfully declined the opportunity. 3. Excessive Control and Monitoring Despite the role being primarily work-from-home, the manager demanded strict in-office arrival at 8:30 AM with "no compromise." On my first day in the office, I arrived around 9:15 AM after completing the process of collecting my office pass and settling in. I was looking forward to meeting the manager in person. Instead, the conversation began with the comment that I was late. I explained that I had dropped my baby at daycare and had nearly an hour commute to the office. The response was that the manager drives to the office at 5:30 AM, implying that I should follow the same routine. Even though I had already logged in remotely at 7:00 AM and shared updates on the assigned task, the effort was dismissed and the focus remained on the arrival time. This point was repeated during calls over the next two days. The lack of empathy for basic childcare responsibilities created a very uncomfortable working environment. On another occasion, I was questioned about why my background seating location had changed simply because I sat in a different place that day. 4. Crossing Professional Boundaries On another day, I was asked to come to the office the following day. That same evening, the daycare informed us that our child had developed blisters and fever and needed to stay home. I informed the manager that I would work from home and could come to the office the following day. However, I was told to either come to the office at 1 PM or take PTO. Remote work was not allowed that day, despite the role being primarily WFH and other team members also working remotely. I explained that the baby needed to be managed by both me and my wife, but I would remain fully committed to work and meetings. The response I received was: "What type of help are you going to do to your wife?" At that point, the comment crossed a professional boundary and I decided to escalate my concerns to the HR Business Partner. 5. Unusual Documentation Behavior While I was already in discussion with HR regarding my concerns, the manager scheduled a meeting. Since I was engaged in a conversation with HR, I did not join. However, I was surprised to learn that the meeting still proceeded, with the manager sitting alone for 30 minutes while recording the session. This behavior suggested that documentation was being created without any intention of having a genuine conversation. 6. High Turnover Environment When I said goodbye to a teammate, they jokingly commented that I was a "record breaker" for resigning so quickly. While said humorously, the remark suggested that rapid departures might not be uncommon within the team. The manager often described himself as a "direct person." However, effective directness should provide clarity and support, not create an atmosphere of pressure or discomfort. During my short tenure, the behavior I experienced did not reflect constructive direct leadership but rather an environment that felt unsustainable.
