Work Life Balance is a Big Perk, otherwise rather Average - Consultant Huble Digital Employee Review

Thank you for submitting your review. Our tagline is "seek evolution", for our customers we are constantly seeking to evolve their businesses and internally we are constantly seeking to evolve our employee value proposition and encourage our teams to evolve in their careers. To address specific points: They key part of our employee value proposition is "be you" which means we don't force people into offices, we also don't force people into benefits packages that don't suit their needs rather we make sure it is clear that we pay salaries that include a portion to select your own benefits packages, or if you don't need one as you're covered by a family member then you get to rather spend that on other things that are important to you. No meetings expected outside of your time zone - although we strive for this and this is listed as a pro, there are many times where colleagues collaborate within other timezones. As this sometimes happens outside of normal work hours we allow flexibility in schedules. Bonuses - there are incentive schemes for sales roles and referral schemes for all staff, and for anyone nominated to be in the "principals" program. The principals program is a peer nominated program for high performers. Paid training for career advancement - unfortunately at the size we are (180 at the time of writing) we don't have the resources to pay for training all our employees in areas that they are not hired in. Rather we hire people with a skillset to do their job, and ensure managers and other senior members of the team are able to coach and train those more junior employees. Body shop resources - we are a professional services company and our billable target rate for all employees is 66% or less for managers, this means though that we have engineered our business model to ensure that all our consultants have time for other things besides delivering work to our clients. Employee participation in decision making - we highly value employee participation, we conduct employee pulse surveys and analyse results, we have an anonymous survey that is checked weekly, we hold a weekly leadership meeting where leaders are asked for feedback from their teams, and we conduct a quarterly planning session where we encourage employees to submit their ideas. Employee all hands - this takes place (and has always taken place) in the first 3 weeks of every quarter, in addition we have a bi-monthly shorter staff update. This is scheduled in all employees calendars and is compulsory to attend. Promotions on loyalty - all promotions are based on merit. All employees have quarterly KPI's set and feedback sessions are held with every employee, this is monitored by our HR team to ensure no one is left out of this process. It is the performance data from these quarterly reviews that determine speed of career trajectory. We invite you to get in touch with HR and have a private conversation if you feel any of our responses does not alleviate your concerns.