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.
Briefly describe your overall experience at your company
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.
What is the best part about your compensation package?
I would say vacation and personal days.
What are some of the best things about your team?
Get things done, easy to get along, expertise.
What does the leadership team need to get better at?
Participate, be there, consult the experts
Why do you feel undervalued and what would make you feel better about your compensation?
Incentive pay program is selective.
What is most positive about the culture and environment at your company?
I have significant latitude to decide what I work on, and when.
What makes you most happy at work?
Interactions with colleagues, the things I am involved with, and my team's results.
What's going wrong and how can it be improved?
Articulate the vision, eliminate waste, invest in the future, realign leadership and match with expertise.
What do your coworkers need to improve and how could you work together better?
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).
What does the leadership team need to get better at?
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.
What needs to change to make the company culture better?
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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