Pros
The Bi-weekly executive meetings offer a level of transparency that many other companies don’t offer. Especially in times of instability (politically, economically), this has been much appreciated THE PEOPLE. Even in a remote environment, I feel not so alone. It is clear we have hired some great people who are highly talented in their roles. All willing to collaborate and work towards achieving success (hurdles aside). Middle management has continuously supported myself, not only for my personal contributions in the work environment, but who I am outside of work. Offering support, guidance, and really work hard to celebrates everyone’s milestones – home ownership, weddings, birthdays, anniversaries, outside activities
Cons
Hearing the executive team’s vision bi-weekly and reading through marketing materials that the team creates, it is clear there is a massive disconnect. We preach to other companies what they need to do to empower their employees and why it’s important, but we don’t #DOOW. Want to know how to kill a culture real quick? I can tell you… 1. Keep Communications Select and Hard to Find - There are a lot of decisions being made that impact so many people, but those people are kept in the dark until it’s too late. There are tons of things being shared, but the format is inconsistent. Email, Teams, Zoom Calls, Community, select Community groups, Wrike. I have to check 10 different areas to find things. 2. Pick Your Favorites - It is obvious that our department leader has favorites. And if you aren’t one of them, she will either push you out, or drive you out. If you aren’t ok with meeting after hours for drinks and catch-up, telling our department head how awesome their ideas are, or not directly tied to making money in DemandGen, look elsewhere for employment. It will be a hard time for you here. We treat people very differently here based on who hired you, and what relationships you have outside or work. 3. Micromanage. Shut Off Voices. Ignore Ideas - We have ideas, great ideas. But by the time they are subjected to a review of 20 peers and an entire executive leadership team, the end result is not recognizable. You don’t know where to go next, or who to listen to with all the conflicting feedback. This does not empower or better your employees. It makes them shutdown and wonder why they are never good enough. Why they were even hired in the first place if the trust isn’t there to do the work. This isn’t making the team better.