Employees inspired by the mission and find joy in the delivery of programs but largely devalued by leadership, competing priorities between departments and tolerating toxic managers. Despite consistent annual employee surveys that describe all of this, leadership seems to disregard the information.
¿Qué es lo que te hace más feliz en el trabajo?
The mission and being able to contribute
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¿Qué fue lo que más te gustó del proceso de entrevista?
There were several interviews from different departments allowing multiple perspectives to contribute.
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¿Qué son algunas de las mejores cosas de tu equipo?
The teams and colleagues are the best part of working at the USO. I have had some amazing co-workers but sadly watched many leave due to poor leadership.
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¿Por qué te sientes menospreciado y que podría hacerte sentir mejor sobre tu compensación?
There is no transparency and dependent on when you started at the USO, and if you came on through regional vs. national, there seems to be a lack of equity with salary bands.
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¿Qué debe cambiar para mejorar la cultura de la empresa?
Too many things to list, but first ensure judicious process for reorganizations and stop tolerating bullying. Too often leaders use bullying to further agendas- encouraging poor behavior to push out employees instead of handling professionally. Stop toxic positivity (especially during layoffs).
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¿Qué necesita mejorar el equipo directivo?
Ask yourself and others if your actions truly align with your words. The CEO/senior staff state consistently that they uphold core values and respect/support all employees (especially veterans), but is that the perception from the employees? You have talented, knowledgeable staff - ask and LISTEN.
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