Bell Empresa reivindicada
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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.
Brevemente descreva a sua experiência na companhia.
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 é a melhor parte das suas compensações?
I would say vacation and personal days.
Quais são algumas das melhores coisas da sua equipe?
Get things done, easy to get along, expertise.
No que a equipe de líderes deveria melhor?
Participate, be there, consult the experts
Por que você se sente desvalorizado e o que faria você se sentir melhor compensado?
Incentive pay program is selective.
Qual é a coisa mais positiva da cultura e do ambiente da sua empresa?
I have significant latitude to decide what I work on, and when.
O que faz você mais feliz no trabalho?
Interactions with colleagues, the things I am involved with, and my team's results.
O que está ruim e como pode melhorar?
Articulate the vision, eliminate waste, invest in the future, realign leadership and match with expertise.
No que os seus colegas poderiam melhorar e o que faria vocês trabalharem mais unidos?
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).
No que a equipe de líderes deveria melhor?
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.
O que precisa melhor na cultura da empresa?
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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