Toxic culture with favouritism - Avaliação de funcionários no cargo de Funcionário(a) sigiloso(a) na empresa RINA

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Employees perceived as closely connected to the Italian headquarters and leadership culture appeared to have stronger long-term career stability and internal support.

In my experience, the company culture felt deeply outdated and heavily driven by hierarchy and micromanagement. Meritocracy was difficult to perceive, and mediocrity often seemed normalized rather than challenged. HR support was among the weakest I have experienced professionally, particularly regarding employee development, communication, and transition management. Compensation was below market standards considering the level of responsibility and workload, while objectives were frequently perceived as unrealistic or structured in a way that made them difficult to achieve. The company promotes strong corporate values publicly, but there was often a noticeable gap between those values and day-to-day internal practices. Professional growth, innovation, and continuous learning did not appear to be genuine priorities. Employees who worked hard and delivered results did not always feel recognized appropriately, while cultural and nationality alignment with the Italian headquarters appeared, at times, to carry disproportionate weight in career progression and internal support.