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With the move to home in response to COVID - hours have gotten longer and ratios for support have gotten worse. Sending TP masks to folks as a thank you, isn't a win. Use the money spent to make and ship that to go back to the employee directly. We don't want swag, we want money - pay us
Qu’est-ce qui est le plus positif à propos de la culture et de l’environnement de votre entreprise?
I have enjoyed seeing the DE&I groups emerge
Qu’est-ce que vos collègues doivent améliorer et comment pouvez-vous mieux travailler ensemble?
Everyone is burnt out and hanging on by a string. Most of the time working with peers is spent calibrating the level of 'awful' each one is feeling. I feel I have to babysit my peers feelings in addition to managing my teams wellbeing
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Better employee to manager ratios. Get rid of leaders that are just mean for the sake of being mean when demanding things get done. Sense of urgency doesn't mean personal attacks or blowing up someone's email/Teams. Allowing self reported numbers impact 1/3 of folks not getting raises isn't okay
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
We have all said it before - we could make more money elsewhere. The perk is opportunity here but when we hire in from outside and pay those folks considerable more it is incredibly demotivating. The US specifically has an incredibly low numbers of holidays and health benefits are a joke
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Communication, everyone still works in silos. There is perceived favoritism and 'next in line plans'. Failing to develop - we develop ourselves. Lack of 1x1 or support when things escalate we are left to battle alone in most cases. The amount of employees rolling up to a manager is too high
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