People is what makes the company. It does have flexible working policies but all of that gets overshadowed by the lack of progression and recognition

I stick around because the work is good and the people are nice.. the business gives flexiibility.. but the compensation and career progression is limited here for the extent of work done

LN provides a flexible, employee-friendly culture. However, in a smaller market, some employees may lack corporate exposure, and growth opportunities are limited. The geographical location also poses challenges for global collaboration.

Flexibility and friendliness. safe and inclusive environment

the kind of work we are doing.

safe, inclusive, friendly and very collaborative

The people and work I do

Inclusive, warm and make it a safe environment for employees

Employees being valued and recognised and most importantly treated fair.

Inclusive, diverse and understanding. The people is what makes me stay in the company

Very inclusive and flexible. Treat peers as human beings first and then as employees

The Australian business is very supportive and flexible when it comes to employee wellbeing

Leadership with experience, credibility and ability. Well defined processes and progression. Compensation that is as per market standards

Part of the leadership team is credible and has the necessary skills and experience to lead the group, they are quite accessible as well.

The new leadership seems genuinely interested in actioning much necessary changes and updates in the business to achieve the outcomes we need to reach.

Very inclusive, always willing to help and treat each other as a family at work. It is the only reason right now keeping me at the Company.

Interacting with my peers who treat me with respect and value my contributions to the workplace. The mutual trust and respect we share within the teams and across teams we work with

The product and Australian teams are friendly and collaborative. However, the NZ Sales team often operates in a blame culture, expecting other teams to compensate for their shortcomings. Phycological safety is at risk with the NZ business

At LN, tenure is valued, but my past experience is overlooked by the local product team. This limits recognition of my leadership potential. Compensation doesn't match market standards or my responsibilities, and there's no clear path for growth, affecting my professional development.

The compensation needs to be as per market standards for product and tech esp in the gen AI space. I also feel we do not recognize talent and have a growth path for them. Being a flat organization is not going to help retain talent.

My experience nor ability is recognized. There is no career progression defined here. My pay is below Industry standards and for the role I perform in a very lean team. Nothing at this point can make me feel better about my compensation unless I see progression and remuneration that reflects it

At a Country head level the leadership is great, I have full trust in their experience and ability to steer the LN Pacific Ship. However at a Product level, I do not think we have a leader who has enough experience, knowledge, ability or the people management skills required to lead a Product team

For my experience and ability, I am not given the growth that I should get within the Organization nor am I paid as per market rates despite the team being short staffed and there being no signs to recruit. We have a Product leader who does not understand Product nor the nuances of people management