Reed Group is an innovator in absence management that provides content, services, and software for improving scuh areas. Lire la suite
I used to be excited to be here but in less than 2 years I'm on my 4th manager above me. I consistently do quality work and my merit increases don't seem to actually be based on merit. I have become frustrated working within the organization as it feels like you have to know someone to move up.
Qu’est-ce qui est le plus positif à propos de la culture et de l’environnement de votre entreprise?
The employees try to make it more bearable
Quelles sont les meilleures choses à propos de votre équipe?
I enjoy working with my Coworkers but that's about it. The benefits are quite bad.
Qu’avez-vous le plus aimé du procédé d’entretien?
That they informed me they allow working from home but that turned out to be a lie.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Incentive the front line: CS Reps, Case Managers and make them want to work at RG. Allow access to WFH as most of the work is web based and several employees took the job with that expectation that has not come to fruition 2+ years later.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Institute fairer evaluation metrics. Considering we all do the same work, there should not be a variance in starting pay of almost 10k but instead should only vary based on merit after a starting line. Pay the market value for our service and provide better incentives for the front line employees.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
I would be very happy with compensation if it wasn't a static 0-3% increase based on evaluation. I feel as though merit is not rewarded adequately and I'm not sure if this is on a company scale or not but this is how you lose morale and disincentive employees from wanting to do more.
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