Interbrand Angeforderte Firma
At Interbrand, we believe that growth is achieved when an organization has a clear strategy and delivers exceptional customer experiences. Weiterlesen
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In the beginning is was the hardest, but most rewarding career learning experience. But after my mentor left, people started leaving on a weekly basis until the whole executive team needed to be replaced, and the company just filled seats with the absolute wrong people.
Was muss geändert werden, um die Unternehmenskultur zu verbessern?
Employ leaders with true leadership qualities that inspire the team and lead by example.
Was sind einige der besten Dinge an Ihrem Team?
Open minds, kind hearts, lateral thinkers, acknowledge and appreciate good ideas, easy to communicate with, aspirational, motivated and highly-driven.
Was braucht das Führungsteam, um besser zu werden?
Putting people ahead profit margins, and stop being complicit in middle and junior employees working momentous overtime without pay, time in lieu or even a gift voucher as thanks.
Was hat Ihnen am Interviewprozess am besten gefallen?
The person who interviewed me was incredibly intelligent and was someone I wanted to work with and still greatly admire. He left the company six months after I commenced as he too could not stand the bureaucracy (and he was MD!).
Was läuft falsch und wie kann es verbessert werden?
The cavernous gap between how executives view the business and how customers and employees view the business needs to be narrowed. When open and honest feedback is provided by team members in constructive way, it should not be ignored or placated with "that's on the executive agenda".
Warum fühlen Sie sich unterbewertet und was würde Sie bei Ihrer Vergütung besser fühlen lassen?
The compensation would be fair if the terms of the employment contract were adhered to by both parties. There is an attitude among the executive that people are replaceable, but every time a talent leaves they fail to find a worthy person to fill the roll. Reasonable working hours is a right.
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