I joined the organisation with high hopes, but unfortunately my experience within my specific department was very different from what I expected. Although the company promotes values around diversity and inclusion, I did not feel those values were reflected in the team I worked in. There was limited people experience at management level, and very little tolerance for differences in working styles or personality. After completing the company’s personality assessment, I was met with disappointment rather than support, which made it difficult to feel accepted or valued.
Over time, I felt increasingly singled out and uncomfortable, and several colleagues I trusted shared similar concerns. Some even chose to leave the team because they felt alienated by the culture. I was advised by colleagues to “watch my back”, which speaks to the level of distrust and negativity that had developed.
Work–life balance was also a significant issue. Regularly working far beyond contracted hours was treated as standard practice, not an occasional necessity, and this expectation was enforced from the top down. Attempts to take time back for additional hours worked were discouraged, despite the long shifts I often completed.
I also experienced behaviour from senior managers that I would describe as bullying, and I know of multiple people who left the department due to the environment. When I sought guidance from HR, the support available did not seem equipped to address the issues I was facing.
I joined Severn Trent because I believed in the company’s mission and had heard very positive things from friends in other departments. Unfortunately, the culture within my specific team did not reflect those experiences. The leadership style was rigid, dismissive of feedback, and focused heavily on minor issues rather than supporting people to do their best work. Ultimately, it was not an environment where I felt I could thrive.
