If you ever wonder why there's so little critical feedback here? Well, it might be because employees have signed an NDA that outlines that the employee is prohibited from making negative statements or comments about the Company, its associated companies, directors, management team, employees, products, services, or programs during and after their employment. This includes criticism, disparagement, or unfavorable characterizations. Additionally, the employee is not allowed to disclose Company-related information or provide comments to the media, including online platforms, without explicit Company authorization. Th c-suite and senior leadership are steering the ship, but it feels like they're navigating without a map. They are criticized for prioritizing profit over employee well-being. Their lack of strategic vision and disrespectful behavior towards employees contributes to a toxic work environment. Public blaming and shaming, coupled with an excessive workload, result in burnout and low-quality work output. The company's product development process is deemed immature due to decision-making based on gut feelings rather than data. The culture favors assertive individuals over collaborative efforts, leading to unprofessional behavior. The company's aversion to embracing new discoveries hampers innovation, and there's an apparent focus on quantity of features over user value. Once the head of product said in one of the all hands meetings that “We are not stopping the feature factory.” which shows that not the outcome (the value for the client/end users) is important but the sheer number of features that are being shipped. Deel is known for offering minimal benefits to its employees. The only notable benefit mentioned is access to WeWork spaces. Unlimited PTO is deceptive, with strict limitations, approval requirements, and a lack of flexibility. More than 5 days have to be signed off by the heads of product and the CEO. Taking more than 12 days off at a time is not possible. Some people almost had to beg for time off. This leaves employees feeling undervalued and unsupported. Remote is not only a perk: When working with people from different time zones you are expected to be available for them even if they are 8 hours apart. Employees express frustration over the absence of a structured career progression framework. Unclarity regarding performance metrics has led to employees being let go within their initial months. Promotions appear one-sided, leading to increased responsibilities without proportional rewards. Pay raises only happen at the end of the year. This was not communicated before the mid-year Performance review, neither in their learning platform, nor by managers / HR. The lack of career ladders leaves employees uncertain about growth opportunities.
