Remote work abilities and Flexible Scheduling

Focused and on same page about most things.

Market rate for the job not the title.

Higher level of trust between upper management and workers, going both ways.

Cross-departmental communication; knowing what the front line employees do and the troubles we encounter.

Better pay, more people to get the work done, better processes that are not overridden by management.

They could actually listen when being remote during a meeting so questions could be avoided and they would not provide clients/prospects with incorrect information.

Focus on our current RESOURCES, both people and systems to make the process more efficient and not take up an entire wall of a swimchart!

I feel merit increases and quarterly reviews are too subjective and think peer reviews would provide a better picture and result in better increases and compensation.

There are different standards for different people, if you are not a new employee we got from a competitor you are not treated with respect, unless you are related or have been here for over 8 years!

They are so far removed it is like talking to aliens. Monthly all company meetings are a cheerleading/ damage control session that we are not bleeding money and the board loves us, the board cannot be this blind.

Again, peer reviews and taking away the whim of management to allow some people privileges and others not. Frankly if I had a different manager who actually knew what I did, without micromanaging every little detail I would love Bravo.

We are told how valuable we are but raises/merit review are at the whim of our direct manager whether or not we deal with them on a daily basis. I would feel better about my compensation if we were reviewed by our peers!