Company review - Recensione dipendente - Cyber Security Consultant presso Silensec

Positive Aspects • Dedicated and Hardworking Team Despite the challenges we face, we must commend the Kenyan team for their unwavering dedication and the strong work ethic amongst us. We consistently go above and beyond the time outlined in our contracts, demonstrating our commitment to our work. • Appreciation for Colleagues We acknowledge the exceptional qualities of the team, excluding the Finance Manager who has failed in his responsibilities in terms of people management and addressing the concerns of the employees. The rest of the team is highly knowledgeable, skilled, and always willing to lend a helping hand. Their dedication and expertise make them valuable assets to the company.

Areas That Need To Be Adressed • Toxic Work Environment Unfortunately, our CEO's behavior has led to the creation of a toxic work environment for the Kenyan team. The presence of a clique of staff who engage in sycophantic behavior towards the CEO has created a division within the company. This division makes it challenging to know whom to trust and confide in regarding the company's misgivings. The CEO's divide-and-rule leadership style encourages this behavior, undermining morale (despite the work commitment spirit) and negatively impacting the overall atmosphere. Regrettably, even the finance manager has mastered this approach, further contributing to the toxic dynamics within the organization. • Restrictive Contracts We have encountered significant challenges due to the unfair contracts and practices implemented by the CEO, which create barriers for those of us who express interest in exploring opportunities with competitors. It is disheartening to feel trapped, as resigning and remaining unemployed seems to be the only viable option due to these restrictions. This issue is particularly prevalent among staff who have been outsourced to other companies. It is our hope that companies such as Vodacom and Safaricom take notice of these restrictive clauses and address the situation. The existence of such restrictions reflects the CEO's selfishness and lack of consideration for the professional growth and mobility of the employees. • Challenges with Leave Regrettably, when it comes to taking leave for personal reasons, such as family commitments or sickness, we are often met with threats from the CEO. This creates an environment of undue pressure where individuals find it difficult to prioritize their personal well-being and responsibilities outside of work. It is puzzling why the need to resort to such threats, especially when we have a dedicated team committed to their work. It is well within an employee's rights to take leave, as long as their workload is managed appropriately. Emergencies can happen to anyone, including the CEO. Mr. CEO, if you are fortunate enough not to have experienced emergencies, consider yourself lucky, but it does not negate the fact that employees have valid reasons for taking leave and should be treated with understanding and respect. • Fear of Raising Concerns One of the most concerning aspects of our work environment is the prevailing sense of fear among heads of departments and employees when it comes to raising concerns. This fear stems from the potential for victimization by the CEO and the negative impact it may have on our work. Such an atmosphere of fear hampers the development of an open and inclusive work culture, which is deeply disheartening. • Mediocre Medical Cover It is deeply disheartening to experience the subpar quality of our medical cover. This disappointing situation seems to indicate that the Finance Manager who is in charge of this docket prioritizes the CEO's interests over the well-being of the employees, as they are responsible for advising on the renewal of the medical cover. We would like to highlight the concerns raised by the TZ team, who have also expressed their dissatisfaction with the cover. Despite their valid concerns, the company has chosen to renew the cover without making any improvements or addressing the issues. This blatant disregard for the well-being of the staff sends a clear message that the CEO does not value or care about the welfare of the employees. It is truly disheartening and reflects a sad reality within the organization. • Lack of Structures and Policies The lack of clear structures and policies within the company is a cause for concern. It raises important questions about how institutions known for upholding best HR practices and work ethics, such as Quantico, the United States Government, Safaricom, Vodacom, and others, have associated themselves with this company without conducting thorough due diligence to understand the work ethics and practices of the organization. It is essential for businesses to prioritize implementing robust structures and policies that promote transparency, fairness, and a healthy work environment. The absence of such frameworks not only affects the employees but also reflects poorly on the reputation and credibility of the company. It is crucial that organizations thoroughly assess the work ethics and practices of potential business partners to ensure alignment with their own values and principles. Blindly engaging without proper due diligence can lead to unintended consequences and damage the reputation of reputable institutions. • Business Concept vs. People It is crucial to acknowledge that the success of a company is intricately linked to the welfare and satisfaction of its workforce. We consistently find ourselves questioning whether those who express interest in investing in this company prioritize the business concept over the well-being and happiness of the employees or simply choose to disregard it. It is essential to remember that a company is not just an abstract entity but a collective of individuals who contribute their skills, dedication, and efforts to its growth. Neglecting the well-being and happiness of employees can have detrimental effects on their morale, productivity, and overall success of the business. Therefore, it is imperative for investors and stakeholders to recognize the significance of creating a work environment that values and prioritizes the welfare of its people, fostering a positive and sustainable foundation for long-term success. • Investor Due Diligence: To prospective investors considering involvement with this company, we strongly urge you to conduct a thorough background check. It is essential to delve beyond the information provided by management, as the experiences of the Kenyan staff and maybe other staff are reflective of their suffering within the organization. • Lack of Key Performance Indicators (KPIs) It is disheartening to realize that KPIs have not been incorporated into this company's framework since its inception. The sudden introduction of KPIs appears to be solely driven by our search for funding, with the intention of presenting a sense of seriousness to potential investors. However, this approach highlights a lack of genuine concern for the well-being of the employees. Furthermore, individual performance has not been measured against these KPIs, emphasizing that their primary purpose is to fulfill the requirements of funding rather than fostering employee growth and development. It is particularly distressing that the staff were not involved in the process of setting these KPIs, which further illustrates the disconnect and lack of consideration for the employees' perspectives. This situation is both absurd and deeply saddening. • Company Merchandise Regarding the availability of company merchandise, it has been challenging for many of us to obtain such items. It feels unfair that only a selected few seem to have access to company merchandise, while the rest of us are left wearing t-shirts from other companies and using diaries and pens from different sources. This situation is disheartening and demoralizing, as it diminishes our sense of pride and belonging in representing our organization and hints at racism. We believe that having access to company merchandise allows us to showcase our affiliation with pride and communicate our dedication to our work. It would be greatly appreciated if the company could ensure a fair distribution of merchandise to all employees. • Late Payments and Lack of Communication Another significant issue we face is the consistent delay in payment. There is never any official communication regarding the payment schedule, and this lack of transparency adds to the frustration. The CEO seems to have little regard for the impact these late payments have on our livelihoods and mental well-being, despite numerous complaints. Many of us have families to support, bills to pay, and financial responsibilities such as rent and school fees that are affected by these delays. Please, communicate the official date of the month that we are meant to receive our salaries, so that we can plan accordingly. And during holidays like Christmas, be considerate enough to pay salaries before Christmas. Some of us, Christmas is so important and it’s a time to spend with family which also means spending money. Another significant challenge we face is the consistent delay in receiving our salaries. The lack of official communication regarding the payment schedule adds to the frustration and creates a sense of uncertainty. This lack of transparency is deeply concerning, as it demonstrates a disregard for the impact these late payments have on our livelihoods and mental well-being, despite the numerous complaints raised. Many of us have families to support and various financial responsibilities, such as rent, bills, and school fees, that are directly affected by these delays. It is crucial for the CEO to prioritize timely and transparent communication regarding the official date of salary payments so that we can plan and manage our finances accordingly. Additionally, during holidays like Christmas, it would be greatly appreciated if the company could demonstrate consideration by ensuring salaries are paid before the holiday. Christmas is an important time for many of us to spend with our families, and having the financial means to do so is crucial. Clear and timely communication regarding payments is not only a matter of professionalism but also demonstrates empathy and respect for the well-being of the employees. • Call for Government Intervention We strongly advocate for the government of Kenya to intervene and address the challenges we are currently facing. Conducting an audit would likely reveal numerous gaps and issues within the company. It is crucial to establish and enforce measures that promote a fair and conducive work environment. The CEO must understand that there are laws in place that the company must adhere to, and employees have rights that should be respected. Running a company cannot be approached with the same mindset as running a simple shop. Government intervention is necessary to ensure compliance and protect the rights and well-being of the employees. • Concerns for Job Security We acknowledge the potential risks and repercussions that may arise as we share these reviews, including the possibility of witch-hunting to identify those who have expressed their concerns. However, despite these concerns, it is crucial for us to voice our experiences and strive for positive change within the company. We genuinely hope that our jobs remain secure, as it is essential for us to have the freedom to express ourselves and contribute to a healthier work environment. That being said, it is imperative to address the issue of witch-hunting and victimization that unfortunately exists within the company, particularly involving the CEO and the finance manager. This behavior undermines the trust and well-being of the employees and should be actively confronted and rectified. In conclusion, while we appreciate the dedication and expertise of our colleagues, the work environment has significant challenges that need to be addressed. It is our hope that by sharing these experiences, positive change can be achieved for the well-being and satisfaction of the employees. It is truly unfortunate that we have to resort to channels like this to have our voices heard. As the company is expected to grow, it is imperative that the CEO demonstrates objectivity in people management. Without a fair and considerate approach to addressing these issues, it will undoubtedly pose a significant challenge to the future success of the company.

Great team to work with

Pay and progression could be better