Prysmian Australia

They always seem busy and don't feel very approachable. Very little praise is given for a job very done and mistakes are always highlighted. As a result, I don't feel comfortable asking for help or declining tasks even though I am overwhelmed at times. A lot of the time, when asking for something from them I am left on read in teams or things are actioned without me being in the loop. The pay and work would be fine if I was supported.

Very responsible and understanding in their work. They sit themselves with the junior members which is very supporting.

My manager is very nice and approachable. He tries very hard to be a good mentor. Despite how busy he is, he still makes time to train and help me. Frankly, with the amount of unpaid overtime he does and the effort and care he puts into his work, he probably should be paid much more than he currently does.

Manager accessibility and leadership quality can vary across the organization. Some managers are good at managing tasks and operations but may not necessarily be strong leaders or mentors. In some cases, managers are not closely involved with their teams, which makes it difficult for them to provide meaningful or personalized feedback, as they may not fully understand the day-to-day work or challenges their staff face. There are also instances where communication is indirect, with messages being passed through several people before reaching the intended recipient or department. This can lead to confusion or delays in action. Additionally, praise and recognition are not always consistent or visible, which can affect morale. That said, I do acknowledge that some managers make genuine efforts to connect with their teams. There are initiatives like team-building activities, group lunches, and cross-functional sessions that help foster a sense of community and collaboration. These efforts are appreciated and contribute positively to the workplace culture.