4y
Hi there,
Thanks for sharing your feedback with us. There is definitely an adjustment period when transitioning from a smaller company into a larger organization. You’ve highlighted some of the key points of that adjustment period: you have had an opportunity to explore specialized roles in a larger organization as opposed to wearing many hats in a smaller one. You’ve seen the ability to craft your own career with mobility between teams and departments, and you’ve seen a dedicated focus on DEIB through our Employee Resource Groups. Not to mention our Higher Logic hours in the summer! Larger organizations are able to offer these types of opportunities and resources to its people.
It sounds like one of your biggest adjustments is in navigating how larger companies communicate and make decisions. As an organization, we rely on our People Leaders to share information; we also rely on you to have a conversation with members of other departments as well. This allows us to stay connected and aligned. If you need help with this approach, I encourage you to ask your People Leader for support in this area.
We did utilize surveys significantly in 2021 – both for our acquired employees and for our entire global employee base. As a result, we:
• Presented onboarding information to our acquired employees in consumable bites (as opposed to all at once) based on our integration schedule;
• Enhanced our Total Global Rewards offerings in all three countries based on country-specific requests;
• Utilized employee feedback to inform our decision to be a remote-first company.
We are keenly interested in employee feedback; I recognize, however, that sometimes the decisions that are made might conflict with your specific feedback. That doesn’t mean your feedback wasn’t taken into consideration. It simply means we made a different decision based on the totality of feedback received.
If you’d like to schedule time to discuss this in greater detail, please don’t hesitate to put time on my calendar.
-joanna
chief people officer
