Leadership is very approachable and understanding about business issues - so for the most part I am not afraid of reporting bad news.

Revisión

less political, more meritocratic, more accountability, less pie in the sky ideas, more structure towards measuring how we're doing and narrowing down on what actually matters. departments need better alignment.

Revisión

I don't think I'm appropriately compensated vs. the value I bring to the company, the difficulty of acquiring another individual with roughly an equal skill set, and my future growth potential.

Revisión

There is a lack of internal consistency at Shipt. Departments are organized into micro-structures or micro-businesses that provide services to other departments. High-level initiatives need cross-functional visions that clarify the goal, rather than several operationalized opinions about a problem.

Revisión

Dealing w/ people, being clear about objectives, having a north star, promoting and hiring the right people, promoting more of a meritocracy, being more metric driven, being less political and more collaborative and stop hiring and bring on yes men.

Revisión

My team is pretty open and supportive . There's a sense of kinship that borders on tribalism, which makes it nice to be in the club, but not so nice to be out of it. Also, more people joke around here.

Revisión

more proactive, have a vision, don't be afraid of meetings and stakeholder, hold people and yourselves accountable for things you said you're going to do, and research on your own time how to get better. it's fine not to know everything, but at least learn how to learn.

Revisión

We either need to be restructured or we need a more transparent and enforced line of communication between departments. Strategy moves so slowly into engineering that most people give up on long-term solutions. That is not a good scenario. All fixes are incredibly hacky and we deserve better.

Revisión

hold people accountable to things they said they would do, have clear justifications for why you do things, tie it back to metrics and a north star. remember to collaborate early. hire smarter managers. too many mic drops sneaked in which causes friction because people are not aligned.

Revisión