Runaway low morale - Recensione dipendente - Dipendente anonimo presso SaleCycle

Thank you for taking the time to share your experience at SaleCycle. We would like to have the opportunity to speak with you directly to address your concerns; we are always available to hear your feedback. Please contact the people team or C-Level to discuss this further. We’re pleased to hear that our managers are fostering an open and supportive environment. Ensuring everyone feels heard remains a priority for us, and we are committed to maintaining that across the company. We recognise the concerns raised around communication, organisational changes, and morale. Any changes we implement are carefully considered, with time taken to evaluate their impact. We understand that some decisions are particularly significant, and we do not take them lightly. We understand that some changes, such as implementing a consistent pay review scheme, have taken longer than expected. These processes require careful planning to ensure fairness and alignment with business needs. We understand the importance of transparency in pay reviews and have previously shared that we are working towards implementing this for next year’s salary review process. We appreciate your patience and will continue to provide updates as we make progress. At SaleCycle, we believe in a hybrid working model and have gradually increased office days over the past year, while still maintaining flexibility and working from home a few days per week. We see this as the right approach for our business, helping to foster collaboration and connection. We have shared communications on this, including FAQs, and there are ongoing opportunities to discuss any questions with managers and HR. Our aim is to create a positive working environment for everyone, regardless of location. Last year, we conducted focus groups that led to a few changes in the office based on employee input. As we shared during the FAQs recently, we are currently working on the office space and welcome further suggestions on office events and activities—please share any ideas with the People Team. We have been working on improving communication by cascading information through managers rather than relying solely on company-wide messages. This approach is intended to create a more personal and interactive dialogue, allowing for greater discussion and clarity. It is not about placing difficult messages on managers but rather about enhancing communication. If you have feedback on this, we encourage you to share your thoughts. Change is always challenging, and while we may not get everything right, we are committed to learning from our experiences and continuously improving. Feedback is not dismissed; in fact, we actively encourage it. We recognise that the current period of transformation brings challenges. Regarding benefits, while some changes were made in 2020, no benefits have been removed since. Our benefits package includes 25 days of holiday plus bank holidays, a birthday day off, and up to five additional days based on length of service, with the option to buy up to five more days per year. We also offer a 5% matched salary exchange pension scheme and continue to provide volunteer days. While free lunches are not offered daily, we do have a monthly social budget for each person, as well as buffets and free snacks in the office. We acknowledge that the changes and transitions we’ve undergone can impact trust. Rebuilding and strengthening that trust is a key focus for us. We are committed to meaningful actions that enhance our business and employee experience. If you have further suggestions or concerns, we welcome open discussions directly with the management and people team.