Bell Angeforderte Firma
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Spent countless years worrying about job security, but it is better now. I have been involved with cross-functional team members who have accomplished quite a bit in the past few years and building up to more.
Beschreiben Sie kurz Ihre Gesamterfahrung in Ihrem Unternehmen
Obviously, my evaluation is negative. Not everything is. I see a lot of waste and unnecessary bureaucracy. I feel the environment is unsafe. From my perspective, there is a lot of superficial political positioning, and inequitable incentives (some are on incentive plans, some are not). It is a mess.
Was ist das Beste an Ihrem Vergütungspaket?
I would say vacation and personal days.
Was sind einige der besten Dinge an Ihrem Team?
Get things done, easy to get along, expertise.
Was braucht das Führungsteam, um besser zu werden?
Participate, be there, consult the experts
Warum fühlen Sie sich unterbewertet und was würde Sie bei Ihrer Vergütung besser fühlen lassen?
Incentive pay program is selective.
Was ist am positivsten an Kultur und Umgang in Ihrem Unternehmen?
I have significant latitude to decide what I work on, and when.
Was macht Sie bei der Arbeit am glücklichsten?
Interactions with colleagues, the things I am involved with, and my team's results.
Was läuft falsch und wie kann es verbessert werden?
Articulate the vision, eliminate waste, invest in the future, realign leadership and match with expertise.
Was müssen Ihre Mitarbeiter verbessern und wie könnten Sie besser zusammenarbeiten?
Improve skills in area of expertise (that takes time and practice), be open to learning and improve interpersonal skills (get real as opposed to superficial).
Was braucht das Führungsteam, um besser zu werden?
Articulate what the vision is, and what needs to be done to achieve it. Tackle unnecessary bureaucracy-waste and invest on commercial products. Trim down "leadership" positions and give the company back to experts.
Was muss geändert werden, um die Unternehmenskultur zu verbessern?
The "leadership" is reactionary. Decisions are made arbitrarily and there is always a threat of cuts, and negative re-enforcement. Clarify the vision, why are we here, emphasize psychological safety and let the experts speak up. Re-align the talent management process with expertise, not likability.
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