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Spent countless years worrying about job security, but it is better now. I have been involved with cross-functional team members who have accomplished quite a bit in the past few years and building up to more.
Descrivere brevemente la vostra esperienza complessiva presso la vostra azienda
Obviously, my evaluation is negative. Not everything is. I see a lot of waste and unnecessary bureaucracy. I feel the environment is unsafe. From my perspective, there is a lot of superficial political positioning, and inequitable incentives (some are on incentive plans, some are not). It is a mess.
Qual è la parte migliore del tuo compenso?
I would say vacation and personal days.
Quali sono alcune delle cose migliori della tuo team?
Get things done, easy to get along, expertise.
Che cosa deve fare il gruppo dirigente per migliorare?
Participate, be there, consult the experts
Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?
Incentive pay program is selective.
La cosa più positiva della cultura e l'ambiente presso la tua azienda?
I have significant latitude to decide what I work on, and when.
Che cosa ti rende più felice sul posto di lavoro?
Interactions with colleagues, the things I am involved with, and my team's results.
Che cosa sta andando male e come può essere migliorato?
Articulate the vision, eliminate waste, invest in the future, realign leadership and match with expertise.
Di cosa hanno bisogno i tuoi colleghi migliorare e come si potrebbe lavorare meglio insieme?
Improve skills in area of expertise (that takes time and practice), be open to learning and improve interpersonal skills (get real as opposed to superficial).
Che cosa deve fare il gruppo dirigente per migliorare?
Articulate what the vision is, and what needs to be done to achieve it. Tackle unnecessary bureaucracy-waste and invest on commercial products. Trim down "leadership" positions and give the company back to experts.
Che cosa si deve cambiare affinché la cultura aziendale migliore?
The "leadership" is reactionary. Decisions are made arbitrarily and there is always a threat of cuts, and negative re-enforcement. Clarify the vision, why are we here, emphasize psychological safety and let the experts speak up. Re-align the talent management process with expertise, not likability.
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