Scopely – Generally overworked. Leaders push too far and cut costs at the same time. Also, middle mgmt needs a facelift, you can't just rely on those managers to be good, you have to train them, no one is a natural-born middle manager... | Comparably

Scopely – Generally overworked. Leaders push too far and cut costs at the same time. Also, middle mgmt needs a facelift, you can't just rely on those managers to be good, you have to train them, no one is a natural-born middle manager...

Scopely società ha sostenuto
Scopely is a global interactive entertainment and mobile-first video game company, home to many top, award-winning experiences such as "MONOPOLY GO!," “Star Trek™ Fleet Command,” “Stumble Guys,” “MARVEL Strike Force,” and “Yahtzee® With Buddies,” among others. leggi di più
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Generally overworked. Leaders push too far and cut costs at the same time. Also, middle mgmt needs a facelift, you can't just rely on those managers to be good, you have to train them, no one is a natural-born middle manager...

Che cosa sta andando male e come può essere migliorato?

Staff up! Stop milking our personal time.

Cosa ti piace di più del team di leadership?

The talks and recordings they do about how they think and operate. We need way more of that transparency; sometimes saying it out loud to the whole company helps at least self-enumerate anti-patterns and hopefully work on those/get coaching.

Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?

Have a variable compensation strategy for top performers, beyond local baseline. You're not competing for talent with a mediocre local insurance company. You're competing against FAANG/other tech companies that pay top talent fairly. Standard bands mean talent performs at lower avg levels or leaves

Che cosa si deve cambiare affinché la cultura aziendale migliore?

Less politics, mgmt not encourage toxic internal competition between team members, instead nurturing knowledge sharing, training folks on giving feedback, and how to give feedback about the problem, not the person. more pair programming & collaborative planning sessions, not top down. look up ORID

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