“At times, when team members take leave or mention personal commitments, it can be perceived as reduced loyalty to the firm. Having a culture where taking leave is seen as normal would improve trust and morale.”
“Sometimes growth opportunities feel tied to whether a manager believes a team member might stay long-term, rather than transparent performance criteria. Clearer promotion guidance would help remove that perception.”
“There is a sense that career development discussions are limited, and focus is more on delivery and job continuity. More open conversations about growth and promotions would help to employees below D level”
3 replies (most recent on top)
Put into your VOE, they'll surely action it. Sadly those who actually want to help and want the company to succeed are often made to feel like they're an oddball because no one else seems to have the same perspective and doesn't see a problem.
Hey what's the worry?
Make it compulsory for MD's and D's to be rated every 6 months by SVP's and below - 100% anonymous ratings. Sh1tty might just discover the truth then about nepotism, favouritism, incompetency, toxicity, unproductiveness etc.
But then Sh1tty is never interested in the truth. Just castles in the sky. But Sh1tty alone isn't complicit here. No company anywhere in the US is interested in getting their alleged leaders rated by their juniors in a truly anonymous fashion. I wonder why