Management exceeds at making everything worse - Anonymous employee Sievo Employee Review

Hello, Apologies for the delayed response. I tried to address all the Glassdoor comments quickly (just like any internal feedback channels), yet this one was particularly challenging. Being a part of our management team, I took time to think things over and also chat with the other members too. First, it sounds like you are very unhappy with the situation in your team. This needs to be addressed, but I do not believe that the situation in your team applies to most parts of Sievo or most Sievonians. This is why it would be important to get some more detailed information to be able to address the situation in your team. I'd like to address the first half of your concerns and then categorize my responses regarding each of our values, as you did. We know there have been changes, especially in team lead roles, which may have made things harder and less organized for some teams. It's tough to say which team you're referring to, but it sounds like you might be facing a similar issue, given your mention of project cycles and knowledge transfer. However, uncertainty is a part of every scale-up’s reality. Of course, this does not justify if you see it as repetitive for a long period of time and even after we fill certain key positions. About career paths, we've heard feedback and done some improvements in our Career Playground concept so that everyone could know about the resources and opportunities here at Sievo, and the details and guidance is now available internally. I do not agree with your comment that some people are denied opportunities because their team isn't seen as important. all teams in Sievo are important and we also see constant examples of Sievonians from all teams growing in their own domains or exploring new opportunities by moving to other teams. Now, about our values: Honesty: I must echo what has been already communicated internally before. We can't share personal details, but we do keep everyone informed in case of a business decision or organizational structure change. While we don't have strict performance metrics or KPIs, we do have discussions about growth, and team leads talk to individuals if they see performance issues. These discussions are between the person and their manager. So naturally, the rest of the team isn't part of these discussions. Caring: In fact, it's usually my team (People & IT) that suggests that people talk to support channels such as occupational healthcare. We're not doing this to avoid the issue, but rather to bring attention to it. If a person is experiencing burnout symptoms or their mental wellbeing is otherwise compromised, the help of healthcare professionals is often needed – our managers are not trained psychologists. However, if you're aware of the cause of your burnout, I doubt any managers would object to offering assistance or easing your workload. If something else is contributing to your burnout, then we need to address the underlying issue. Exceed: Not sure if you are talking about this case, but I’m aware of situations where management or team lead has wanted to dig deeper into what work takes up most of people’s time in the team. The purpose of this is not to micromanage, but to actually find out details about workload and to be able to prioritise the team’s work. The ultimate goal is to address workload issues (that might be the root cause of people experiencing burn out), and it should be temporary and in exceptional cases. You mentioned that it started during the recent months. If you're still feeling this way, please speak up again. I understand not everyone feels as comfortable as many others to leave a comment on the “ask me anything – management” channel on Slack. Then you can use our anonymous feedback channels. I can assure you that we give them the same level of attention. You also made a very positive comment. However, I wish you could view the management team as a part of the Sievo team that you mentioned. “The only good thing about the company right now is the team itself.” Most of us have worked in different roles at Sievo before and were (and still are) part of the same supportive, caring, and honest team. We haven't changed into something negative overnight just because we took on different titles. So, I really want to highlight that I am not trying to be defensive or passive aggressive here. It is just heartbreaking to come across this comment, especially considering the efforts our People Team has put in to ensure everyone is treated fairly and enjoys a positive experience at Sievo. Sorry for the very long reply. I hope you or your team members will come talk to either myself or someone else from People team. Thank you for sharing your thoughts. Anna / Sievo