- Leadership quality varies significantly and directly impacts team experience
- Performance reviews can be misaligned with actual contributions and lack objective grounding
- Feedback is not always communicated directly, often surfacing through escalations or group settings
- Limited psychological safety in some teams, making it difficult to address issues constructively
- Recognition and visibility depend heavily on manager advocacy rather than measurable outcomes
- While regulatory rigor is expected in medical device, internal communication and leadership practices can add unnecessary friction beyond what is required
- Cross-functional alignment can break down without consistent leadership support