Toxic Environment and Lack of Growth - Recensione dipendente - Dipendente anonimo presso Teads

Thank you for the time and energy you put into your detailed post. Feedback, both positive and negative, is a crucial part of our growth. We are fortunate to have some of the hardest working people in the industry in our business and we’re so thrilled that this resonates with others. As you noted, our benefits and flexible leave help us reward our staff for all they do. We will continue to look at ways to further expand in this area as we grow. We are surprised by your experience when in the office, as we thrive for our spaces to be accommodating and safe to everyone. While we do expect hard work and commitment from our staff, we also encourage a fun loving environment where employees can interact throughout the day and through consistent team-building activities. We look forward to a time when safety is restored and we can regain this camaraderie. While stress in the workplace cannot always be avoided, we’ve worked to mitigate this in several ways, including but not limited to: -Introducing mandatory mental health days. -Conducting employee satisfaction surveys to get the pulse of the team, especially as it relates to COVID-19, and taking action accordingly. -Providing consistent transparency on the state of the business. As every employee’s stress manifests itself in different ways, the steps we’ve taken might not account for all situations. When this is the case, we encourage staff to open a dialogue with their manager or with Human Resources on how we can personalize our approach to meet their needs. Our career pathing takes multiple forms depending on the performance, drive and desires of each employee. The 2020 annual review cycle, for instance, helped identify over 20% of employees in the North American business whose contributions were recognized with a promotion. This included promotions both within an employee’s existing business unit and in many cases, a move to another business unit. The North American leadership team, composed of 50% women and 50% men, as well as several members in the racial or sexual identity minority, as well as the wider company, have put a greater emphasis on diversity, equity and inclusion in the workplace. In some cases, this means making our company position on important topics known to our clients and in others, means developing our processes internally. The most recent example of the progress being made to further diversify the staff is the launch of a blind interview process to remove unconscious bias from our hiring practices. We will welcome several staff members this month who were brought on through this process and will continue to expand on this through a partnership with Career Place, a blind resume screening service. COVID-19 added a complexity to our business in 2020 that was unprecedented. Like most companies, we were faced with harsh financial realities that required us to make critical business decisions. While many steps were taken prior to impacting staff, we ultimately had to furlough a small portion of our team. In addition to receiving monthly updates throughout furlough, these employees maintained their health insurance, which was critical to us in the decision making process, as the health and safety of our team is our number one priority. We are fully open to additional feedback through our Human Resources team or through anonymous channels. Thank you again for your candor. Ines Quesada Chief People Officer