OK, not good for you. :-/ Managers look with great love and respect to people who give them solutions to problems. They dislike it when people identify problem

OK, not good for you. :-/ Managers look with great love and respect to people who give them solutions to problems. They dislike it when people identify problems. They undoubtedly are already aware of the problems but have not been able to solve them, so they are frustrated as well as you. My backup advice to switching companies is to figure out how to help your manager solve the problem. For instance... Frequent context switches are very expensive to the company due to the disruption in productivity (your manager is aware of this). A way to manage the disruption that is time proven is to time-box work and limit context switches to e.g. 2 weeks. You indicated your team does not have a tech lead. Do you have any desire to be a team lead? With more responsibility comes more control (albeit with more headaches). Being the team lead, controlling the context switching churn, and giving your manager frequent and positive reports (because your team's progress will be frequent and positive!) will make everybody's live much better and you will be the hero that turned around a rolling disaster. ...or you will be fired, which is where the rolling disaster is headed anyway. If that happens, you gained a lot of experience, padded your resume with lots of action verbs, and lost nothing that was not already lost.