6y
Hi there,
First of all, thank you for writing feedback. It takes a lot of courage to give feedback in general. It's always hard for me to hear someone's negative responses, but it's important for me to continue to grow as a manager. I don't know who you are, but please, please reach out to me if you'd like to discuss it. I really appreciate hearing directly from people.
In terms of pros, we offer a lot of opportunities for feedback including regular one-on-ones, weekly standup with the team, and skip-level meetings with me for non-direct reports. You're marked as a contractor, so we don't have that system in place for contractors, only for full-time employees.
That said, I'm sorry to hear that your feedback wasn't addressed during your time here. It's good pushback and I'll look into how we collect feedback across the organization, not just employees. We recently rolled out an eNPS system called Officevibe to allow for more anonymous feedback from the team.
And you're right, we have been doing fewer outings due to shelter in place restrictions in CA.
In terms of other specific areas of concern -- again, thanks for giving your assessment. We're too small to have a full-time CFO, but we have had a financial services company under contract for the last three years. We also share our financials with the team publicly every three months. But I'd love to hear from you directly what your specific concern might be.
We are a client-facing business and they do indeed ask for random things from time to time. I suspect that's normal for anyone working with clients.
You're right about the power-drilling! Every Friday, we had the entire teamwork on office-related improvement projects, including me. My hope was to keep everyone invested in the office as space, but this is my fault for not explaining my thinking behind it more thoroughly.
In terms of professional development, we use a core performance target (now OKR) system to set specific targets for each employee. We adjust our billable expectation as well so that employees have room to focus on growth projects. That said, systems are only as good as individuals experience them. I'm sorry that my goal for professional development did not match your time here.
As far as raises, we do reviews every four months, and compensation is tied to a salary band structure. I can't speak to your personal experience, but I'd love to discuss this more with you offline.
I wish you all the best in what comes next and thank you for this note.
Best,
Jamin
