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I loved Eargo when I began. Now it's terrible - all they care about is money and their bottom line. They don't have any clarity about who their target market is, and their is next to n ointernal communication and concerns are shut down, although they say they want feedback.
Quelle est la meilleure partie de votre programme de rémunération?
That at least I am paid enough not to quit right now. If I was paid any less, I would be seeking employement elsewhere.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
I think we are not given the compensation for the work and stress we are required to undergo. It's not bad, but it could be better and more thoughtful
Quelles sont les meilleures choses à propos de votre équipe?
I love my individual coworkers, and if it weren't also for their solidarity, I would be seeking employement elsewhere. We at least are able to share our concerns with each other.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Again, communication internally and deciding who our actual customer base is going to be. SHOWING us that you value us by asking, listening to, and clearly involving us on policy that directly affects us. Not treating us like children who wrongs can be glossed over with a meaningless gold star.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
The leadership is disasterously reactive - there seems to be no forethought besides what will make us the most money, regardless of how it affects employees or clients. They say they want feedback, and then react defensively and do not listen. They say to speak up, and then censor our comments.
Que faut-il changer pour améliorer la culture de l’entreprise?
LISTEN to the people who do the actual jobs. Actually be honest with us. If the priority is the money, say that. Don't lie to our face and say you care about us and that you want to hear our feedback when you actually don't want our feedback. Actions speak louder than words
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