Pros
The company has taken positive steps by eliminating unnecessary manager layers and introducing a belt progression framework that supports growth and capability based advancement. These are strong moves toward a more modern and empowered organizational structure.
Cons
There still appears to be inconsistency in how leadership titles are applied. In some cases, individuals hold Director-level titles despite not having people leadership responsibilities or organizational scope typically associated with those roles. This creates confusion around progression pathways and can feel misaligned with the company’s stated principles around transparency and Teal culture. Employees are often told that belt progression does not translate into traditional leadership titles such as Director, yet exceptions seem to exist for select individuals. Greater consistency, role clarity, and alignment between titles, impact, and accountability would strengthen trust in the system. To fully embrace a Teal culture, the organization should continue focusing on decentralized leadership, meaningful contribution over hierarchy, and reducing title-driven structures that do not add operational value.