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Via is full of "smart people" from banking, consulting, etc. who have very limited management and leadership experience, including at the executive level. They have a "value extraction" mindset, which makes working at Via a drag.
Warum fühlen Sie sich unterbewertet und was würde Sie bei Ihrer Vergütung besser fühlen lassen?
Feeling undervalued doesn't come from just compensation. But when you are under-compensated, underappreciated, and underutilized, you start to realize that the compensation isn't worth working at Via even if the mission strongly resonates with you.
Was muss geändert werden, um die Unternehmenskultur zu verbessern?
If Via's leadership team starts to think about and treat their employees as humans, it would lead to a huge cultural shift. With the value-extraction mentality starting at the top, it's hard to envision the culture changing significantly at Via.
Was braucht das Führungsteam, um besser zu werden?
The leadership team needs to start asking questions to people outside the inner circle. For smart people, they make a lot of "rookie mistakes" that most seasoned leaders are good at avoiding, including groupthink, creating an echo chamber, and missing opportunities to learn from others.
Was läuft falsch und wie kann es verbessert werden?
If Via's social mission can be combined with sound management practices - putting their customers first and focus on having a positive impact - then Via can certainly be an extraordinary organization. Their singular focus on sales and revenue rather than impact makes it challenging.
Was würden Sie am Interviewprozess Ihres Unternehmens verbessern?
Spending more time on asking thoughtful questions, trying to learn how you could have a positive impact on the team and mission, etc. would go a long way. Currently, they are more interested in attempting to demonstrate how smart/great they are, which comes off as a little juvenile.
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