Struggling company cannot provide for its employees - Anonymous employee Republic Wireless Employee Review

Thank you for sharing your candid feedback. Based on the timing of your post and your "Advice to Management" comment, I presume you are one of our former team members negatively impacted by our reorganization earlier this year. Reorgs are never easy, especially when they mean having to say goodbye to talented, kind, hard-working colleagues. This was the first/ only major re-org of this sort in Republic's 7 year history and required us to make some tough decisions on where to prioritize our team and resources. It was an unfortunate event that impacted a minority percentage of the company and we tried our best to invest in providing meaningful support to those who were affected. We provided 100% of those impacted significant severances packages, as well as transition support such as career advisory and counseling services, a private job fair, skills training, and more. 2.) Regarding your comment about "taking responsibility for your own mistakes", let me first say you are absolutely right that a.) I and the rest of our management team do at times make mistakes b.) we should absolutely take responsibility for them. That is exactly the philosophy I try and lead by, and if that was not clear before, let me clarify that here and now: I take full responsibility for any and all mistakes the company ever makes, and I lament ever having to terminate a team member's employment (be it due to re-orgs, performance issues, or any other reason). Unfortunately, re-orgs and layoffs are inevitably part of most company's stories, as business needs change and evolve, and Republic Wireless is not immune from that. 3.) Regarding your comment about raises, let me share the fact that our company's raises are not in fact becoming smaller on average - nor in total (although, it's certainly possible that specific individuals could at times receive smaller raises based on their individual role/ performance). In fact, our records would indicate that we've spent the same if not more on raises in every cycle, consistently going over budget to reward the strong performers on our team. Furthermore, while most companies only review salary increases once per year, we in fact moved to a twice per year review cycle, where every 6 months we check our team's compensation against market benchmarks (that we invest significant dollars to procure) and adjust for high levels of performance and impact. 4.) Finally, as for your comment about leadership transparency, I'm sorry that's how you felt about your experience here. As I've shared consistently, I'm always eager and open to transparently discussing the business with any team member, and lament I did not have a chance to discuss your feelings with you while you were still here. Thanks again for your feedback. Chris Chuang Co-founder and CEO