Continously being promised a taise and bo us related to covering 2 others quiting and it is 18 months ater and all i get are excuses or told "senior leadership denies you raise" you have to quit to get a significant change income. 3% when COLA is 8% is a pay cut.

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previously we has unlimited pto, then it changed to flexible pto, now we have some unpublished number of PTO days allowed before you get a call from your manager or HR. Pay/Salary increases do not exsist, and there is no room for career growth.

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The pro serve team makes everyday fun

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Pay employees what they are worth

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we are able to WFH

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Poor pay and mangement leading to employee turn over

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willing to collaborate and jump in when others are over extended.

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Stop investing in senior leadership ans invest in those interacting with your customers.

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My direct level team and collaborating with others is the best parts of my day.

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listen to the individual contributors that continuously bring up issues that will effect the business operations.

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I like that our Direct managers and GM have any "open door" policy to bring up an matter.

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Our direct brand makes an effort to have our team interact, trying to make even a remote/hybrid culture a place you want to work.

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The focus is clear it is only about increasing revenue. We do not stand for the values that this company stands on which is helping churches and non profits grow.

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I am paid 30k less than what i can get for an equal roll at another SaaS company. The benefits are terrible and the 401k having 0 matching shows how much you value long term employees

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Empty promises leads to poor employee retention. Pay your current employees their market value or better for their role. Have transparency on why when people do leave backfills don't happen, and why the roll is eliminated and the pay isn't spread across those taking on additional work.

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over the past 7 years I have always been rated a 4 or a 5, yet I have only ever received the bare minimum "merit increase" of 2.6%. This isn't even close to a COLA raise, and certainly doesn't make me feel valued if all get the same rate no matter the level of work provided.

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We have had 3% or so in merit increases each year for the past 5 years. I go above and beyond in my role and have bonuses/pay increases promised ( over 15 months ago at this point) and get told that the ELT team is denying that increase. Makes me feel like it is all empty promises.

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