Jun 20, 2022
OnePulse Response
3yI’d like to start by thanking you for taking the time to post your review. Obviously a 2 star review is concerning for me and I take it as a personal failure that you left the business feeling this way. As the People function is fairly new, I am currently in the process of getting our systems in place and developing process and structure which will underpin future initiatives. Unfortunately, I can’t address everything that needs to be done at once and must focus on the fundamentals first, but much of what you’ve raised is in the pipeline. If I may, I’d like to address each of your points.
As much as I appreciate your feedback overall, I can’t agree with your view that we have focused on quantity over quality when it comes to our people. We have experienced quite a steady growth and we have a team I am personally very proud to work alongside. I do absolutely uphold the fact that we have people who are not only excellent at what they do, but are also brilliant human beings.
With regard to career progression, you are right, we have not yet managed to roll out a structured career progression plan across the business and this is something Mike and the management team have been keen to put right. As you will be aware, this is currently in development with plans to roll out in Q3/4. We do have some roles, more specifically in our sales team, which do have a very clear progression path and you’ll have seen a promotion in April as a result. Other roles, which are stand alone or individual contributors, do not yet have this obvious route so these people will see what this looks like for the first time soon. This will explain why our sales roles among others, do mention a clear progression path in our job adverts.
I’m sorry you don’t feel our commission programme is competitive. I personally receive benchmarking reports on our compensation packages on a regular basis and we do believe it’s competitive. As testament to that, we’ve managed to hire some amazingly talented people! We do operate on merit and salary progression is based on performance and employee accountabilities, so staff are rewarded accordingly with internal salaries also being subject to frequent benchmarking.
You are absolutely right that more is possible on benefits [regarding the lack of benefits] and I am looking forward to moving on to creating our new and exciting benefits package in Q3 once the fundamentals are in place. We do currently have enhanced maternity of 3 months fully paid, enhanced pension contributions, up to 30 days holiday, flexible working and regular team socials. There is, however, definitely more to be done to build on this over the coming weeks and months, including a health insurance package.
Finally, we have a very open door policy at OnePulse, in fact I do believe that’s one of the things I love about it the most. Our CEO Mike will speak to anyone, about anything, at any time, as will our CTO Cam and Alex our COO. Along with me, our line managers and anyone I can think of, there are so many people who will listen to anything anyone wishes to share. We have a continuous stream of feedback from the team, on our product, on our community and on us as a business. This doesn’t necessarily mean we are in a position to act upon everything, but we certainly listen and a great deal of feedback I gathered during my one to ones with everyone has been reported on and used to make some internal decisions You are right though, we do not currently have a set mechanism for providing feedback, so to resolve this issue, you will be aware that are launching Leapsome next month which includes employee engagement surveys, and this will enable us to report on all employee feedback honestly and with transparency.
I do hope this addresses all the points you raised. I am sorry you left feeling unhappy about your time with us and before you had a chance to see all of this come to fruition. However, I do sincerely wish you every success with your next role and hope you find true happiness there.