Ethical company with career growth but pressured workload - Quality Manager Waythrough Employee Review

Staff are lovely and try to do their best for clients

The newly advertised pay rates are higher than what existing staff—who have been maintaining services under extremely challenging conditions for years—are currently receiving. This has understandably led to frustration, resentment, and a deep sense of being undervalued among long-standing employees. Time and time again, promises have been made about reviewing pay and improving conditions, yet these commitments have not been meaningfully followed through. This pattern has significantly eroded trust between staff and the organisation. As a result, many experienced and dedicated staff are now actively seeking roles elsewhere where their contribution is properly recognised and fairly compensated. This is not simply about pay; it reflects a wider issue of how the organisation treats and values its workforce. While Waythrough promotes values such as generosity, care, and compassion toward clients, these principles do not appear to extend to staff. If they did, there would have been genuine reflection and action in response to the consistent feedback around pay dissatisfaction and the growing number of staff choosing to leave.

Some long term members of staff who are clearly within the role for the right reasons despite feeling undervalued.

There appears to be a lack of transparency and consistency in how pay is determined and communicated. In particular, it is concerning that new members of staff are being offered higher rates of pay than existing employees who are carrying out the same role, despite having significantly more experience and a longer record of contribution to the organisation. This situation creates a perception of unfairness and has a negative impact on morale. Long-standing employees who have developed skills, knowledge, and loyalty to the organisation should feel that their contribution is recognised and valued. Without clear communication explaining these pay differences, it becomes difficult to understand the reasoning behind them. Improved transparency around pay structures, clearer communication, and a review of current staff salaries would help address these concerns. Ensuring fairness and consistency in compensation is important for maintaining trust, motivation, and staff retention. Long term, loyal staff should be rewarded for their year of service rather than being left feeling undervalued and irrelevant. I hope this feedback is taken constructively and leads to a review of current practices.