Excuses Over Results!! A Company in Decline - Anomoynous Kering Employee Review

In short: promotions are blocked with excuses, increments come with vague reasons, incapable leads run projects, one‑to‑ones go nowhere, town halls are uncomfortable, rumors spread faster than official news, perks vanish while executives are pampered, and turnover is sky‑high. Promotions in this company are a constant source of frustration and is getting worst this year. Of course, there are some promotions where the individuals truly deserve it, but those are the exception, not the rule. There are some promotions where no one is happy with how decisions are made, and management is fully aware of the dissatisfaction, yet they choose to ignore it and carry on. Salary increments are equally discouraging, consistently low, with explanations so vague they feel more like rehearsed excuses than real reasons. Under the new HR and new top management, a fresh reason has appeared where the employees are told they “weren’t visible enough.” In practice, it means you can work hard all year, deliver results, and still be denied simply because leadership decides you were not “seen.” It feels less like performance management and more like an excuse to avoid rewarding effort. Project leadership is another sore point. Leads are chosen who most employees and even external partners where they openly recognize as incapable. We often get asked by outsiders, “Why them?” and honestly, we don’t have an answer. Whenever questions arise, the leads simply escalate upwards, but the cycle ends with no decision, no clarity, and employees being told to just swallow it and wait. 1 to 1 meeting add to the frustration. Certain managers seem to schedule them endlessly, but the conversations are repetitive, with no action or results. It feels less like problem solving and more like an attempt to push the same narrative over and over, which makes the meetings a waste of time. Town halls have also been uncomfortable. HR leadership sometimes calls employees by nicknames which they seem to think is funny. In reality, this is not professional at all and has made a lot of people uncomfortable. For many of us, it was the first time encountering HR that behaves this way, and it left a poor impression. On top of that, HR has at times addressed subordinates in a rude manner, which many who heard it found uncomfortable and unprofessional. The office environment itself doesn’t feel safe. Rumors spread faster than official communication, and sometimes outsiders know the news before employees do. Even former staff return to share updates with current employees, which is unsettling. Much of this seems to originate from leadership, who assume staff don’t notice. In reality, people do notice and that’s why many avoid joining office activities altogether. Local leadership spends more energy pleasing global executives than addressing issues on the ground. Employees are constantly told there’s “no money” and that costs must be cut like perks disappear, coffee gets cheaper, plants are removed but yet somehow there’s always budget for special arrangements when senior executives visit. The contradiction is hard to miss. Local leads seem to think staff don’t notice the changes compared to how things were handled in the past, but employees do notice, and it only adds to the frustration. Meanwhile, turnover remains sky high, with talented and capable people leaving one after another. Instead of fixing the problems, management seems to encourage this cycle, rewarding those who know how to please the right people rather than those who deliver results. The glowing reviews online don’t match reality, they look staged compared to the everyday experience of staff who are overworked, under rewarded, and ignored.