The “Wicked” Truth about company culture

🎵 Let us be glad! Let us be grateful! 🎵 Let us rejoicify that culture could subdue… (You know the rest, don’t make me sing it out ‘cause I will!)

This musical is a perfect allegory for the story I’m about to share and the lessons we all learned (if you saw the movie or the musical). The musical starts with the theme “No one mourns the wicked“ and that is how I felt when I left my past company.

(Spoilers ahead)

When you first hear the song, it sounds like it’s about how wicked people deserve whatever bad comes their way. But it’s actually about how society often ignores or dismisses people until it’s too late. When Glinda sings “It just shows when you're wicked, you're left only, on your own“, she’s singing about herself and not about the Wicked Witch as expected.

I was the Wicked Witch of the West in this scenario. Despite always doing a great job, ultimately I was accused of damaging the relationship with my boss, the CEO, by the Head of HR. I was harassed, but the company chose to blame me instead, and I was invited to leave.

It's a classic tale of a toxic culture that refuses to address the root cause and instead shifts blame to the person who’s trying to make a difference. What brought this on? What can companies do to not get here?

For Good 🎵

Some companies just get it. They create a culture that makes you excited to show up every day—not just because it’s your job!

1. Transparency in Leadership
   Let’s not beat around the bush: no one likes feeling left in the dark. A strong culture is all about keeping things real—no smoke, no mirrors (wink). Leaders who share the vision and listen to feedback make sure everything works smoothly.
   Example: Town halls where your CEO doesn’t just talk about “synergies” or “doubling down,” but gives honest, clear updates on what’s really going on.

2. Values That Align
   When your values align with the company’s, it’s like finding your perfect role. Work feels meaningful, and you don’t have to pretend to be someone you’re not just to fit in.
   Example: A company that truly cares about its customers and stays committed to its mission, rather than constantly shifting focus for short-term gains. That’s why having a strong vision and mission is key—so green CEOs don’t steer the ship in a new direction every other month.

3. Accountability Without the Drama
   In a solid culture, everyone is held to the same standards—no exceptions. If there’s a toxic player, they’re held accountable, no matter their position.
   Example: That manager who consistently behaves badly is called out. No more “But they’re the CEO” excuses from HR.

4. Growth, Baby, Growth
   A place that invests in your growth is like an incubator for talent. You don’t just show up, you level up. You’re provided with the tools, support, and space to grow and shine.
   Example: Access to coaching, therapy, professional development programs, and celebrations of every milestone—because who doesn’t love a little recognition?

5. Collaboration Over Competition
   Ditch that “every man for himself” mindset. A truly great culture thrives on collective success. The magic happens when the team wins, not just the one solo star.
   Example: Team wins are celebrated just as much as individual achievements. Everyone pulls together for the win.

Wicked:

Unfortunately, not every company has figured out the magic. Some are a hot mess, and you can feel it the second you step on stage.

• Lack of Transparency - duh!
  Nothing kills morale faster than feeling like you’re in the dark. When leaders withhold critical info, it’s like setting up for a show without telling the cast what the plot is. Chaos.
  Example: Rumors of layoffs, but no one tells you what’s happening. Hinting at bad news instead of facing it head-on.

• Tolerating Toxic Behavior
  This is the corporate equivalent of saying, “Ding dong the witch is dead!” after mass layoffs where you get “rid of “ people you dislike 🚩Toxic🚩 And so is anyone else who thinks they’re above the rules because they deliver numbers.
  Example: The manager gets away with bad behavior because they’re “so good” at their job. Spoiler alert: No one wins in that scenario.

• Misaligned Expectations
  When your role feels more like a wild goose chase than a steady performance, that’s a red flag. Clear, realistic expectations are key - otherwise, you’ll end up playing a part that wasn’t in the script.
  Example: You sign up to be a social media manager, but by week two, you’re also a project manager, a designer, and the company therapist. Not cute.

• Pretending to Care About Well-being
  If your company says they care about mental health but then hands you a 60-hour workweek, something’s off. That’s lip service, not action.
  Example: They tell you to take care of yourself, but the deadlines are so tight, that you end up working through your "self-care" time. Classic contradiction.

• Stubborn Resistance to Change
  A culture that refuses to evolve is like a broken record. The "we’ve always done it this way" mentality is a one-way ticket to stagnation. Don’t let that be you. Also, pivoting in micro strategy is the same, you think you are changing because you shifted email marketing providers and the copy on a button?
  Example: Dismissing employee suggestions for change because “it’s not a priority right now” (when the suggestion has been repeated for two years). Sure, but that’s how you become the company version of the Wizard. (yes, i’m back to Wicked references)

I’m not that girl 🎵

Companies that are transparent, accountable, and invested in their people create an environment where everyone thrives. But when toxic behavior is tolerated, expectations are misaligned, and leaders refuse to change, that’s when the show begins to fall apart.