Hibu – Great product / Crap culture. Too many managers focused on micro-input datapoints, lacking future vision & success strategies. Suffering team culture due to a region-wide focus on negative consequences instead of positive rewards. “Good-old-boys-club” mid-level mgt lacks merit or accountabil | Comparably

Hibu – Great product / Crap culture. Too many managers focused on micro-input datapoints, lacking future vision & success strategies. Suffering team culture due to a region-wide focus on negative consequences instead of positive rewards. “Good-old-boys-club” mid-level mgt lacks merit or accountabil

Hibu Compagnie réclamée
Hibu is an internet services company that helps communities thrive by facilitating connections between consumers and merchants. Lire la suite
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Great product / Crap culture. Too many managers focused on micro-input datapoints, lacking future vision & success strategies. Suffering team culture due to a region-wide focus on negative consequences instead of positive rewards. “Good-old-boys-club” mid-level mgt lacks merit or accountabil

Quelle est la meilleure partie de votre programme de rémunération?

Salary plus commission plus bonuses, benefits

De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?

Motivation tactics, company culture, team building

Qu’est-ce qui vous rend le plus heureux au travail?

Helping my clients see success!

Qu’avez-vous le plus aimé du procédé d’entretien?

The recruiter was awesome and the meetings were virtual.

Qu’est-ce que vos collègues doivent améliorer et comment pouvez-vous mieux travailler ensemble?

Team leadership, positive reinforcement and servant “all-in” attitude. Less complaining, more win

Que faut-il changer pour améliorer la culture de l’entreprise?

Hiring professionals,recognizing their unique strengths Better hiring practices, strategic leadership (fewer levels of mid-management all focused on the same task), mentor programs, standardization of regional practices to reduce episodes of rogue leaders who degrade culture and vision.

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